Organizational Conflict
RESOLVING ORGANIZATIONAL CONFLICT
Management Theory and Thought: Identifying and Resolving Organizational Conflict
Understanding Individual Preferences
Organizational Diversity
Interpersonal Communication
The modern business environment has become more complex and diverse than ever before. Globalization has been driven by technological innovations that allow for greater communication, information sharing, travel, and business networks that span the globe. Employees today expected to handle workloads that push their productivity beyond that of any generation in the past. Furthermore, the complexity and diversity found in this environment often significantly increase the potential for organizational conflict. Teams are now more commonly spread out across geographic locations and often represent individuals from far different backgrounds.
There are many perspectives that can be used to try to build organizational conflict resolution capabilities in an organization and this objective can be viewed from many perspectives. For example, you can try to build conflict resolution skills in the individual, the team as a whole, or even through the organization by focusing on the organizational culture. The more comprehensive the conflict resolution perspective is, the more likely it is to be effective in preparing people and organizations for the challenges in conflict that they will likely face. This analysis will provide an overview of some of the ways in which organizational conflict can be mitigated in the modern work environment.
Understanding Individual Preferences
Much of the conflict that occurs between individuals arises from the fact that many people have different working styles based on attributes of their personalities. If follows that having an understanding of these differences can build an appreciation for different working styles and potential avoid or mitigate organizational conflict. The Myers-Briggs is a personality inventory system that was developed as an extension of Carl Jung's theory of personality types. It has been well researched and is a popular model in organizational psychology and in business in general.
In this model personalities are classified by different factors of the personality in which there are two poles of different types of attributes of personality that are opposite. For example, some people enjoy being around other people and crowds while others prefer to avoid crowds and spend more time alone. The former personality type could be considered extraverted while the latter would lean towards the introverted personality type. Understand such differences and the other differences in the personality categories can help members of a team environment understand the different working styles of their teams and address the potential for conflict even before it arises. The four different personality scale dimensions are as follows (The Myers & Briggs Foundation, N.d.):
Extroverted or introverted (E or I).
Sensing or intuitive (S or N).
Thinking or feeling (T or F).
Perceiving or judging (P or J).
Introverted and extroversion deal with how likely a person is to engage with others in a social or professional setting. Sensing or intuitive deals with how people judge various bits of information. Some people rely on intuition while others tend to be more analytical. The thinking and feeling personality dimension deals with how people process information and whether they are driven by their emotions or tend to be more calculating. Perceiving and judging deal with how people come to make decisions which can be a critical dimension for group functions. Understanding these different dimensions personality can help people understand each other's working preferences so that they can work more cohesively as a group.
Organizational Diversity
Another perspective which can help resolve conflicts in organizations can come from managing diversity. There are many advantages that a company can gain by proactively embracing diversity. Furthermore, even from a reactionary approach the current demographic trend makes dealing with diversity inevitable for all groups. The minority population in the United States is expanding more rapidly than the current Caucasian population. Minorities, now roughly one-third of the U.S. population, are expected to become the majority in 2042, with the nation projected to be 54% minority in 2050 (United States Census Bureau, 2008).
Diversity can be defined as either real or perceived differences in people in regard to race, ethnicity, sex, age, physical and mental ability, sexual orientation, religion, work and family status, weight and appearance, and other identity-based attributes that affect their interactions and relationships in an organization. Diversity can either have positive or negative effects on an organization depending on a number of factors including organizational culture. If an organization is not tolerant of diversity it can lead to high costs for employee turnover, narrow the pool of potential applicants, as well as limit the organization's ability to problem solve from different perspectives among...
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