Explain sources of conflict within an organization.
Ideally, in 21st century organizational environment has become intensely competitive. Most of the people in an organization compete for various reasons. Therefore, the competition, and the struggles within the organization lead to conflicts. Conflicts within an organization can cost productivity, money, and time, but in some conditions, it is health for the growth and development of the organization (Heinz & Koontz, 2006). Hence, conflict is the incompatibility of values and goals between different parties in an organization.
Another source of conflict is interpersonal motives. In this case, individuals in an organization act in his/her particular manner for various reasons. These reasons include stress resistance, professional training, non-correspondence of behavior and character, as well as sexual harassment. Such situations in the office are the sources of conflict (Allen & Rajeev, 2009). Furthermore, lack of communication within the organization develops unnecessary tension among its workers.
Perhaps, another source of conflict is professional dissatisfaction, and differences in laying down purposes. In some situations, individuals in an organization may disagree on objective setting, perceptions, environmental stress, misinformation, and power status. Organizational management in some situations may be aggressive and treat the employees in a subordinate and bad way. Hence, the employees will react towards it negatively causing conflict. Most of the sources of conflict in organization are streamlined to economic, social, and power search (Afzalur, 2010).
Discuss types of conflict that can arise when groups vie for resources.
Lack of resources in an organization cause organizations to interfere and undercut each other leading to different types of conflicts groups as well as departments. Valuable resources should be shared equally among groups. One type of conflict when groups vie for resources is the bargaining conflict. The conflict arises between the parties who are interested in the resource. It mostly affects interest group relationships (Afzalur, 2010).
Bureaucratic conflict also arises among gropes in an organization as they struggle to get resources. The conflicts arise due to existence of class in organization, for example, subordinate groups and superior groups. In most case, the superior groups want to take all the best, at the expense of subordinate groups (Heinz & Koontz, 2006). Furthermore, another conflict that arises is system conflict. It takes arises among parties to a working and lateral relationships. As a matter of fact, all these types of conflicts develop ion a series of episodes.
Describe different models that address organizational conflict.
Certainly, conflict by itself can be either good or bad. However, what matter most is how it is handled determines whether conflict is destructive or constructive. There are various theoretical models that address conflict in an organization. One of the models is Robbins’s model. The model focuses on interpersonal relationship, where adoption of a certain behavior triggers comparable reaction from other individual (Heinz & Koontz, 2006). Consequently, keeping conflicting scenario in a positive state, it is essential to realize that good relationship in an organization is kept through related power awareness as well as behavior control.
According to the model, interdependence between various stages and dependence of the parties involved. Robbins underlines various stages of conflict namely potential opposition, recognition and customizing, intentions, consequences and behavior (Rick & Housman, 2009). Another model addressing organizational model is Pondy’s model of organizational conflict. It asserts that, there are five steps of progression of conflict. They include, latent conflict, perceived conflict, felt conflict, manifest conflict, as well as conflict aftermath.
Thomas’s model also addresses organizational conflict. The basic concept of this model is that the upshots of one particular episode of conflict can perharps lead to a new episode of conflict. Additionally, the process of conflict in organization includes awareness, emotions and thoughts, intentions, behavior as well as outcomes.
Develop recommendations for methods to address intergroup conflicts
Conversably, conflict is of the inevitable fact in an organization, and the entire human existence. The only thing that organization should do is to manage and understand the conflicts. In fact, through proper management both productivity and satisfaction will be achieved. For an organization to be successful, problems related to intergroup should be solved. The intergroup correlate together, for example, the producer, cannot operate without engineers, financial, and human resource department (Allen & Rajeev, 2009).
Intergroup conflicts can be solved through improvement of communication. Research show that, groups in an organization function efficiently if there is perfect communication. In order to achieve this, communication must be carried out using proper and efficient channels. The managers should be in constant contact with the groups. Arguably, with the innovation and invention in the technology sector this can be achieved.
Clarification of roles in the organization is equally important. When roles are not defined well, the departments will undergo frustration, confusion, as well as hindering the entire cooperation’s. Group managers need to set the guidelines for staff members to avoid role conflicts. Undoubtedly, if groups understand their responsibilities, it becomes easy to delegate duties and win intergroup cooperation (Afzalur, 2010). Additionally, meetings are recommendable at least twice in a month. In the meetings, individuals from intergroup can raise their concerns and share ideas. Conclusively, in case of any issue, it should be addressed quickly before it spreads out. The issue to address should be passed to all groups. Probably, it is health to adhere to issues, and clear the tension that is building between the groups.
References
Afzalur, R. (2010). Managing Conflict in Organizations. New Jersey. Wadsworth.
Allen, J & Rajeev, S. (2009). Administration and management in criminal justice. London: Wiley.
Heinz, W & Koontz, H. (2006). Essentials of Management. New Delhi: McGrew-Hill.
Rick, G & Housman, D. (2009). Models of Conflict and Cooperation. New York.: Springer.
