The problem is that many people are simply not used to dealing with conflict in a reasonable manner. Instead, they believe that all conflict must be resolved in a competitive manner, and that there is always a loser in each conflict.
Conflict resolution should be taught and implemented at all possible points of conflict in an organization. These include, but are not limited to, interpersonal conflicts, conflicts in meetings, conflicts in negotiations, conflicts in resource allocation, conflicts in workload distribution, and the conflict inherent in any organizational change. If employees and managers know to anticipate conflict and are trained in how to resolve conflict, then most conflict should never reach the level of needing attention from HR. Instead, HR's emphasis on conflict can be on training.
3. Is it important or necessary in an organization, to understand these sources of conflict, as we have an autocratic structure that can impose a resolution?
It is critical to understand the sources of conflict in an organization, even if there is an autocratic structure that can impose a resolution. First, it is unrealistic to believe that autocratic structures can solve the source of discord. While an autocratic structure may be able to resolve a particular dispute, it will not help reach agreement in the underlying philosophical differences that help create conflict. Therefore, while particular workplace disputes may be resolved, they are likely to recur. Moreover, these workplace disputes, which, if approached correctly could lead to an increase in team-building and cooperation, can fester when there...
Conflict in the Workplace Workforce within organizations, whatever the level, constitutes one of the most important resources within such environments. Harmony among the human resource and shared vision among employees is one mandatory factor in ensuring that goals are appropriately met. Conflict if however, one inevitable occurrence in the workplace and organizational leaders has to deal with it appropriately (Flagan & Craig 8). Conflict in organizations neither occurs nor happens in
In keeping with the collaboration of HR and leaders across the organization, more communicative, open structures to conflict resolution perform more effectively than autocratic ones (Carmeli, Atwater, Levi, 2011). The ability to emerge from conflict with greater trust is a major difference between transactional, autocratic or transformational leaders managing conflict resolution strategies. The idea is to use conflict as a galvanizing force in getting the organization to its goals. Autocratic
Conflicts Within the Work Environment Police Officers are public servants to society. Similar to fire fighters, teachers, and to a certain extent, congressmen, they take pride in serving others. It is by this mandate that officers have both a duty and obligation to defend all residents within their given jurisdiction. This honor is not without its tribulations as many questionable activities are conducted within the daily activities of an officer (1).
"I am always concerned about corruption" Kelly said. "For me, myself, personally, it is absolutely critical to the good order, to the function of this department, that we have a well-staffed, a well-trained, a proactive Internal Affairs Bureau, and that's what we have" (Baker & McGinty 2010, p.2). This policy has not always proved to be popular, and many officers are still resistant to the idea of heavily policing the
This naturally tends to exacerbate the tension and increase the potential for conflict; as with many competing visions and views there are bound to be differences of opinion and consequently conflict between different individuals." As a result many people in many organizations are forced to invent their own corporate vision. When you have different versions of goals, direction, and values among different individuals and groups, you increase the probability
Conflicts are natural. They are expected to arise in any interaction involving two or more individuals. No two people think, act or react in a similar manner. This variability offers the opportunity for a conflict to arise in any situation. Without conflict, life in organizations would be stagnant. The future of the organization would be jeopardized. Dissonance, or a need to find a better way of doing things, is often
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