Conflict Resolution and Negotiation Conflict is a clash of interests, values, actions, views or directions. Conflict refers to the existence of that clash. Conflict is initiated the instant clash occurs. Generally, there are diverse interests and contrary views behind a conflict, which are revealed when people look at a problem from their viewpoint alone. Conflict is an outcome of organizational intricacies, interactions and disagreements.
It is important for managers to understand what the most common causes of conflict are in the workplace. Often conflicts will begin as one type and evolve into another, or can be complex and incorporate various types of conflict. It is important for managers to recognize and identify the various types of conflict so that you can address the situation appropriately. The most common conflicts in the workplace are feelings of being undervalued, impractical expectations, stress, internal conflict, and poor management leadership. (Walker & Miller, 2015).
This is a psychological conflicts that occurs in the mind of an individual, involving the emotions, thoughts, values and principles. This conflict between the self leads to a lot of struggle like choosing of careers and as well as socialising. This type of conflict leads to depression, uneasiness and restlessness. In this situation, it is important for the individual to seek a way out by communicating with people in order to get out of this intrapersonal conflict. • Intragroup Conflict This type of conflict occurs among individuals in teams.
But the primary initiators of organizational conflicts can be listed down as Clash in project priorities, Conflict over human resources, Economic Conflict and Personality Conflicts. The conflicts emanate from various sources due to disagreement amongst the team members and fear and funds conflict (De Bono, 2005). The difference in viewpoint is one of the major reason for the conflict in the case study. Most of these differences are not usually important unless it arises an issue. Personality and emotionality conflicts intensify the problem situation which leads to the identification of the crisis situation.
Conflict resolution is the process by which two or more parties engaged in a disagreement, dispute or debate reach an agreement resolving it (Grimsley, 2013). It can be argued that conflict has its origins in objective and subjective causes such as competition for external resources or it can arise when there is a clash between the internal beliefs, values, and interests of two parties. De Dreu and Weingart (2003) propose that conflict has been suggested to interfere with team performance and reduce satisfaction because it produces tension and distracts team members from performing the task as there are various indicators that impact on the team performance. Although conflict might have a negative impact in team performance however, conflict could be beneficial to team performance as individuals in the team realise and confront issues, learn to take different perspectives, and need to be creative. Moreover, there is team efficiency and better decisions are made when the team agrees to disagree.
Conflict is part of day to day life in every organisation due to different beliefs, values, religion, age and culture of employees. This is a challenge to managers and directors to solve conflicts, if they arise, by being innovative in creating solutions but not all conflict are bad. There are some conflicts that can help the life of the organisation as it learns and grows as it serves to modify strategies and techniques. Unresolved conflicts lead to unproductive human resources and can lead to absenteeism and decreases the levels of cooperation, which is very bad for the life of the organisation. Conflict happens when two or more contradictory perspectives haven’t been agreed on, but it’s not necessarily a bad thing.
Moreover, employees can often respond to stress in a negative manner, and stress is known to lead to unethical decision making (Selart, & Johansen, 2011). The main causes of organizational stress are time management issues, unstable work conditions, underpayment, people, and difficult people (Walden University, 2015e) which in turn
The word “conflict” comes from the Latin “confligere”, the literal translation of which is “to bend together” or to “to tense”1. Conflicts are unavoidable and usually an interpersonal relations but it is necessary to know how to resolve it either in our day to day activities, business, state, country or nation state. Conflict is a contest, competition, dispute and tensions as well as manifest clashes between social forces. It’s the situation in which incompatible goals, attitudes, emotions, behaviours or resources lead to a disagreement or conflict between two or more individuals or nations. It often differs from person to person, group to group, cultural background to cultural background or between and among nations.
A relational conflict occurs when the goals of interdependent people are incompatible and at least one person to communicate to others about the incompatibility (Froemling et at, 2011). Conflict also has phases such as: latent, perceived, felt, manifest, and aftermath (Hingst, Lindsay PowerPoint). Any conflict brings positive and negative consequences. We can also learn with conflict and how to manage them. And relational conflicts also bring some issues based on behavioral, normative, personality and moral conflict.
The most common of such faults should recognize the existence of a large number of management levels, where information while passing from level to level is lost or distorted. Another drawback is the lack of stable horizontal linkages between departments. Another drawback is the presence of conflicts between different groups and units. Conflicts often inherent in the structure of the organization. Units or individual managers, are in conflict, not only can promote the rupture of communication links within the organization, but to use a communication network to achieve its goals in the fight with other units or leaders.