There are two difference types of conflict; functional and dysfunctional conflict. Functional conflict is when the different parties deal with the conflict in a healthy way where they respect each other’s opinions. The outcome is very positive and can to innovation, creativity and also a higher productivity rate. It is vital that both parties listen to each other’s point of view and then they acknowledge the opposing view. The outcome of functional conflict is; it can create awareness of the problem which can then be solved, team members can consider a new rage on ideas and it can clear any misconceptions that were there.
Workplace conflict is disagreements and argument involved two or more parties which hold a different point of view about the organisational decision (Wrench, 2013). Conflict among humans will continue to take place as long as humans live in a community with associations. Similarly, workplace conflicts can easily ignite among colleagues, departments or employer- employees. Conflicts at work place cannot be avoided as our functionality at work place is usually based on discussions from bottom to the top in organisation. Most of the conflict is the result of poor communication among employees.
Conflict in work teams is not necessarily destructive, however. Conflict can lead to incipient conceptions and approaches to organizational processes, and increased interest in dealing with problems. Conflict, in this sense, can be considered positive as it facilitates the surfacing of important issues and provides opportunities for people to develop their communication and interpersonal skills. Nelson (1995) notes that negative conflict can ruin a team quickly, and often emerges from lack of planning. For individuals to work effectively in teams they must be able to clearly communicate their ideas, to listen, and be willing to
Certain action’s affect us more than other’s but we often turn our eyes away from it. “Each day we encounter situations in which what others say or do has a significant bearing on us” (Thompson,2015). These are some of the factors that affect us: transference, triggers, blind spots, fear and own needs. In the workplace, you are faced with fear and difficult situations. We need to handle them professionally.
Conflict resolution happens often in the workplace that can either drive or disturb employees, supervisors, a team, and an entire organization. When supervisors allow conflict resolution to fester without taking immediate action, it can lead the organization into an unhealthy environment. In this paper, the topic for discussion will analyze various strategies that can be utilized to control and manage conflict resolution in the workplace, and the role of the supervisor during conflict resolution situations. In addition, a discussion will include how the workplace and its customers are impacted by a diverse workforce. Conflict Resolution Conflict in the workplace is inevitable, especially in a diverse workforce where employees possess different approaches to his or her job and come from various backgrounds, who share a common work space within an organization (SHRM, 2015).
Question 1 Conflict can be beneficial as well as a challenge for the organization. It depends on the context and the outcome of the conflict. On the one hand, it helps in radical changes to be implemented. Healthy conflict should be always appreciated in the organization as it helps in changing the interactional pattern, power structures etc. It is very important in group behavior.
There are different types of conflict that occur in any workplace. No matter if it is a small business or big incorporation conflict on different levels will always occur. The three main types of conflict in a workplace are responsibility, leadership and personality. Responsibility. Every person in the organisation has a task to do and has a responsibility to do their task and ensure that it is done correctly.
Along with making decisions comes the challenge of resolving conflicts. Leaders must make conflict resolution plans to ensure things do not go awry. “For example, it may be beneficial to train your staff in the basics of effective cross-cultural communication. Also, agree on an organization-wide game plan for resolving workplace conflicts in a civil, compassionate manner.” (Soon Lee, Michael (2014)) MANAGEMENT ISSUES ARISING IN AN INTERNATIONAL CONTEXT Geert Hofstede states “Culture is more often a source of conflict than of synergy. Cultural differences are a nuisance at best and often a disaster."
There are several advantages such as increasing personal growth and self-esteem, improves communication and producing better results for projects. However it may worse company’s reputation if is not managed properly. The challenge for project managers and organizational leaders is to maintain right balance and intensity of conflict it in project management. By using project management principles, understanding the dynamic of conflicts, and learning approaches to conflict resolution, managers will set up an environment through which creativity and innovation is encouraged and project goals are