Organizational Behaviour: Carol Brown and Bruce Ford's case - Essay Example

Download file to see previous pages From these schools of thought with regards to conflicts, this paper shall take the perspective of the interactionist view which proposes that not all conflicts are good, some support the goals of the group and improve its performance and these are regarded as functional conflicts. On the other hand, some conflicts hinder group performance and these are regarded as dysfunctional conflicts (Robbins et al, 2004). It is therefore important for the group to tell whether a conflict is functional or dysfunctional for the benefit of the group. In this particular case, emphasis will be put on the impact of conflict on group performance. In an organisation, the objectives, values and needs of groups and individuals are not always uniform and this is the reason why there are conflicts (Armstrong, 1994). Whilst it is generally accepted that there should be clashes of ideas in a group so as to enhance improved performance of that particular group, some conflicts become counter-productive when they are mainly based on personality clashes. In the given case study, it can be noted that the conflicts that exist are purely based on personality clashes and these have an impact on the performance of the group to a certain extent. It can be noted that both Carol Brown and Bruce Ford are fighting their own wars which have nothing to do with organisational goals. They are mainly concerned with issues of personal interest such as promotion since they have failed to satisfy the criteria for earning a promotion ahead of their juniors who have better qualifications. As such, they have declared that they will work against everyone in the team in order to register their discontent about lack of promotion. Theoretically,...
In an organisation, the objectives, values and needs of groups and individuals are not always uniform and this is the reason why there are conflicts (Armstrong, 1994). Whilst it is generally accepted that there should be clashes of ideas in a group so as to enhance improved performance of that particular group, some conflicts become counter-productive when they are mainly based on personality clashes. In the given case study, it can be noted that the conflicts that exist are purely based on personality clashes and these have an impact on the performance of the group to a certain extent. It can be noted that both Carol Brown and Bruce Ford are fighting their own wars which have nothing to do with organisational goals. They are mainly concerned with issues of personal interest such as promotion since they have failed to satisfy the criteria for earning a promotion ahead of their juniors who have better qualifications. As such, they have declared that they will work against everyone in the team in order to register their discontent about lack of promotion. Theoretically, this type of conflict has nothing to do with goals and objectives of the group as it is meant to fulfil personal goals.
To a larger extent, it can be noted that this type of conflict is dysfunctional as it is causing disharmony among other members of the group. Some members of the group have clearly stated that they dislike the personalities of Carol Brown and Bruce Ford. Carol’s dislike for new team members is more apparent and is so personalised to such an extent that she disagrees with every new member. ...Download file to see next pagesRead More