Conflict in organizations

Before you read

Discuss the question:

What kinds of conflicts can arise in organization?

Now read the article. What does it say about the question above?

Conflict is now treated seriously as an important aspect in the proper understanding of organizational behaviour. It has been realized that not any conflict is harmful and that perhaps a certain level of conflict is inevitable. The need, therefore, is to understand the causes of conflict and to develop constructive measures to control and use the energies released by conflict. Modern management practice emphasizes the need for free expression and encourages open communications, especially between superiors and subordinates, and methods of continuing consultation and negotiation. The task for managers is therefore not just to resolve or suppress all conflict, but to manage it so as to reduce its harmful effects and benefit from its good effects.

A simple definition of conflict is that it is any personal divergence of interests between groups or individuals. Another definition is that conflict is behaviour intended to obstruct the achievement of the goals of other persons. The types of conflict which are possible in organizations are:

§ Within an individual;

§ Between individuals;

§ Between individuals and groups;

§ Between groups in the same organization;

§ Between organizations.

§ The need to share scarce resources;

§ Differences in goals between organizational units;

§ Interdependence of work activities in the organization;

§ Differences in values, attitudes or perceptions among members of different units;

§ Ambiguously defined work responsibilities and communication problems.

Work group conflict may not always be detrimental. Conflict can bring these benefits:

§ Bring hidden issues to the surface;

§ Increase cohesion or a group when directed at an external agent;

§ Encourage creativity and innovation;

§ Enhance communication and make change more acceptable.

These can be briefly summarized and include methods of conflict stimulation, reduction and resolution:

§ Restructuring the organization – the authority-responsibility relationships should be clarified when the structure is changed;

§ Rearrangements of task and work locations;

§ Human resource policies and procedures can be made more equitable and attention paid to the possibility of non-monetary rewards;

§ Development of staff interpersonal /group process skills;

§ Bringing in ‘outsiders’ to an organization who have different values and styles;

§ Encouraging a more participative and supportive style of leadership with the aim of creating greater employee commitment and co-operation.

Reading tasks

A. Understanding details. Mark these statements T (true) or F (false) according to the information in the text. Find the part of the text that gives the correct information:

1. Any conflict is harmful.

2. Free expression and open communication are helpful in solving conflicts.

3. To reduce harmful effects of any conflict is the task for managers.

4. Any personal divergence of interests between groups or individuals is a definition of conflict.

5. Conflict may arise only from one source.

6. Conflict can bring some benefits.

7. Bringing in “outsiders” to an organization can cause conflict.

Date: 2016-04-22; view: 936