Impact of Conflict Management in Organization †MyAssignmenthelp.com

Question: Discuss about the Impact of Conflict Management in Organization. Answer: Introduction: In the business set up today, the conflict has proven to be part and parcel of the system. Conflict is human in nature and as such cannot be avoided but managed (Boddy, 2014). Recent studies show that organization heads spend quite some time trying to solve issues arising among their employees (Haghirian, 2012). This has proven to play a positive role as far as the realization of a firms objectives is concerned. Conflict in an organization arises due to various reasons. It arises in a situation of disharmony between individual workers, departments or as well between the different levels of management. It arises as a result of competition between departments of workers in pursuit of recognition by the top management or even as a result of differentiation between the ideas possessed by different workers within the same department. Change has also been attributed as a cause of conflict in that human beings are born with some form of resistance and perceive their way as the best way, som e are against change for fear of the unknown(Gall, 2013). Other ways in which conflict arises in an organization include methods of resource allocation within departments, modes of which duties are assigned to individual workers or teams, the time span which someone should be on duty or as well as union workers fighting for the rights of their members as a result of the organization failing to honor agreed term of collective bargaining. This calls for effective mechanisms to be administered to check the issue of conflicts in organizations. The main objective of this research paper is to access the impact of conflict management in an organization. The key issues to be discussed are the causes of conflict, effects of conflicts on the rate of employee performance, suitable means of solving conflicts and the effect of conflict management on employee productivity. Conflict exists in various forms. The main forms include conflict at an interpersonal level, intergroup or intragroup (Rahim, 2011). Intrapersonal conflict exists in situations where there is a personal conflict of someone's ideas, thoughts, emotions or values. An example of this is the inter-role conflict which arises as a result of engaging in an activity which questions the integrity of an employee such as receiving the bribe to act in favor of someone. This may affect an individual's morale towards achieving both personal and organizational set objectives. Intergroup conflicts on the hand refer to a situation of disunity among employees of the same organization but working in different departments; this may arise due to issues related to resource allocation or preference towards the administration. This may as well arise in cases of conflict between workers union and the top management on issues concerning welfare. Intragroup conflicts arise as a result of members of the same gro up or department having alternating ideologies towards the realization of a similar objective.it may as well be as a result of members having incompatible objectives or differentiated facts interpretation. This causes ineffectiveness, inefficiency or dysfunctional consequences which may affect productivity and hence profitability of a firm. Conflicts have a generally negative effect on employee performance. Among the negative effects of conflict is that there arises a gap between conflicting parties. This will affect the unity of production in the organization. The parties defeated will have a minority feeling and will, therefore, think that their views are not worth in the organization. Division among parties in the organization will tend to increase, as conflicting parties will always strive to outdo the others. Conflict as well leads to waste of time and resources, this is because most of the time would be spent in wrangles between conflicting parties, time will also be lost, and this will affect the individual as well as team productivity which will eventually affect the profitability of an organization due to a reduction in workers profitability. Trust issues may as well arise, and this will fuel suspicion among employees or even the top management. In case of conflicting over interests, conflicting parties may pro ceed to consider their interests over the interest of others. Negative effects of conflict affect the productivity of individuals in organizations much as conflicts have negative effects, they as well have positive as far as the healthy running of an organization is concerned. Conflicts will motivate individuals to be creative as each one will want to prove that their way is the best way. Individuals will as well be forced to seek new ways in which they can handle situations (Dreu Vliert, 2000). Conflict will bring about change; this is in the case of small organizations where decision making is faster so employing new policies to curb the effects of the change will also be easier. This will be a motivating factor to the employees who will strive to achieve the set objectives in line with the newly enacted policies (Lesser Pope, 2011). Bearing in mind that conflicts are human, an organization should not avoid but rather seek for appropriate mechanisms to tackle this issue of conflict. The business law outlines several ways a firm can adopt to control the issue of conflicts. One of this ways is joint consultation whereby the conflicting parties sit down and discuss out their issues, which is always centered at benefitting all the parties. Collective bargaining can as well be adopted where the organization and its subordinates willingly resolve to settle for peace. In case the organization and its employees are defeated with providing a solution to their problem, they may as well seek for a third party who intervenes to help resolve conflict (Fritz, 2014). This third party should normalize the level of conflict. He or she brings in external backing that gives solutions to issues and gives preferred method to resolve the issues at hand. After the whole process, they leave the final decision in the hands of the conflic ting parties; they don't choose sides (Thompson, 2014). Organization based mechanisms can as well be employed. This may include involvement of all staff at all ranks in decision making; the organization can as well formulate a logical sequence in which conflicts can be resolved, development of a common goal is can as well be adopted. Recent research articulate existence of several goals to be a source of conflict and as such ,a single common goal will help curb issues of conflict.In a situation of conflict between individuals in the same unit of production, the management may choose to swap their positions to solve the conflict. Performance refers to the set of financial and non-financial indicators that provide information about the rate of success of an organization (Zenoff, 2013). Employee performance entails directing and supporting employees use the available resources and work more effectively and efficiently in an attempt to realize the set goals of an organization (Schechner, 2017). It calls for self-drive, job satisfaction and commitment. Performance much as it may be perceived to benefit the organization alone, it acts as a motivating factor to employees who strive to meet the goals set by themselves as well as the organization. Performance calls for a reward, and as such most employees will eye for the reward, by doing this, their performance is greatly improved and tagged towards profitability of the organization. The purpose of this study was to examine the impact of conflict management on the performance of the organization. To find new ways in which conflict can be solved. Research Objectives To identify the causes of conflicts in an organization. To study the consequences of conflict on employee's performance in the organization To scrutinize the methods employed by the organization in solving the conflict. To assess the effect of conflict management on employee's performance. To check how employees are affected by conflict Effect of production when there is conflict References Boddy, C. R. (2014). 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[Place of publication not identified]: Apress.