Organizational Conflict
Business 220
Bennie Felts
Malcolm Davis
January 28th 2005
Conflict, where would we be without it? Conflict arises from differences, and when individuals come together in teams, their differences in terms of power, values, and attitudes contribute to the creation of conflict. To avoid the negative consequences that can result from disagreements, most methods of resolving conflict stress the importance of dealing with disputes quickly and openly. Conflict is frequently characterized as a controversy between interrelated individuals who intervene with one another in reaching their objectives.
Conflict has both positive and negative aspects. Sometimes the result of conflict can be beneficial to an organization. This benefit is seen as change that may have been much needed. On the other side of the coin, an ongoing conflict has negative side effects. Personnel that are engaged in an ongoing conflict are not going to be as productive as the rest of the employees.
Mixed organization
Luftwaffe organization
Interpersonal relationsCounter productivity is one of the reasons why a conflict needs to be resolved as soon as possible.
Positive effect of conflict enables individuals to re-evaluate their stance, usually arriving at a solution that is in the best interest of the organization. Some organizations deliberately introduce conflict into their workforce. This process will be talked about in deeper detail later in this report. Whether deliberate or accidental, positive conflict brings positive actions.
While conflict has generally positive effect on organizational functioning, if it is left unmanaged it might have disastrous consequences. This means that the conflict is allowed to persist, resulting in the impairment of role performance. As effective conflict management suggests, conflict should be dealt with in timely manner.
Here are some examples of the causes of conflict. When there is a breakdown in communication, conflicts will arise; however, there are effective ways to resolve them.