What causes conflict in organizations - Research Paper Example

? Causes of Conflict in Organizations Causes of Conflict in Organizations It is almost impossible to have an organization that does not experience conflicts in its management, internal environment and employees. While some ensure the conflicts are contained at minimal levels, some do not have protective measures to curb these conflicts. As such, there is a large disparity on the effects of the conflicts to a firm. Some businesses are hugely affected while some only have minor hiccups. Therefore, it is a prudent factor to consider controlling all these conflicts in the best interests of developing an organization (Maas, 2010). Otherwise, the progress of the firm is likely to halt and wilt. The first main cause of conflicts in organizations is differing values and beliefs. Most firms have their values and goals at heart and ensure all the employees are inclined towards achieving all these goals. Most of the organizations have various strategies which are geared towards achieving the goals and values that are openly stated. On the other hand, all the employees have their values and goals which are at heart. While the organization is striving to achieve its goals and values, the other employees are also struggling to achieve their goals. This brings conflict of interest where each entity is inclined towards achieving its goals (Rahim, 2011). Many organizations cherish the belief and value of having diverse employees from different specialties. This is deemed to help the organization achieve its goals within the stated timelines. However, some employees are not in line with such an approach. They do not want diversity in the organization as it thwarts their struggle for the best opportunity to excel. This creates a scenario where some are not contented with fellow employees. In the end, there is a looming conflict that affects the performance of the firm. For example, some employers do not believe in having workers that have varying beliefs. As such, they will try their best to oppose such an approach. In solving this conflict, there is a possible approach of teaching employees the need for diversity in an organization. This is by ensuring that they bond and interact with each other in ensuring the organization records stunning performance. In many instances, occasional training is instilled to make a better understanding of the situation (Maas, 2010). Similarly, some organizations involve corporate activities which ensure the employees engage in lengthy talks that are also fun. In such a situation, the employees get to know the other’s positive side. The second cause of conflict in organizations is the issue of opposing interests. Some employees are hell-bent on achieving their interests while in the firm. On the other hand, the firm has its stated achievements that should be keenly followed. In such a situation, there is a conflict as each of the two finds an avenue of achieving the best. For example, some organizations have stated achievements which include maximizing the utility of workers. In such a situation, most organizations would wish workers to spend more time at their work place in ensuring the organization gets the best outcome (Kinicki and Kreitner, 2009). However, some employees would wish to achieve personal goals which include attaining higher studies. Since most of these studies would require more time, the employees take most of the time studying. In such situations, the organization is not likely to reflect utter utility. This affects its entire performance as it has to struggle achieving maximum utility from some of these employees. In solving such a situation, the organization should have clearly stipulated rules and regulations on time management. For example, if the workers would wish to continue with their education, it is advisable that they should seek discontinuation from duties for the stated time. When the employees are concentrating on one activity at a time, they are likely to give it the best shot (Maas, 2010). Therefore, when they have all the time studying, they are likely to get better performance. The same will apply while at the work place. They will have all the attention on their job and this will be a plausible approach. The third cause of conflict in organizations is the issue of personal conflicts. All workers are just like any other human being as they have feelings and emotions. Since they have interactions at the work place and outside the organizations, there are occasions where conflicts will arise due to personal reasons. Similarly, some employees are family members and at times will have family conflicts. These personal and family conflicts are later extended to the work place (Rahim, 2011). With such instances, other employees will also take sides depending on their ties at the work place. In the end, the whole organization has two opposing groups which are in conflict. If this situation is not controlled in the meanest time, it is possible that the organization will be adrift. For example, an employee owing another employee could be a cause of conflict. Spreading such information in the organization will lead to a conflict, which will later spread to other employees. In solving such situations, the organization’s management should be vigilant on personal and family conflicts. An organization that is skeptical and open about personal and family conflicts will be prepared to deal with such a situation (Rahim, 2011). For example, an organization that is categorical and has strict rules on such conflicts is prepared to control the situation. For example, an organization should limit such conflicts and punish the employees that bring such conflicts at the work place. The fourth cause of conflict in organizations is poor communication. Communication is a vital aspect that should be observed in any organization that wants to alleviate any conflicts. Effective communication ensures the information is relayed to the right people at the right time (Kinicki and Kreitner, 2009). However, without relay of such information to the right people at the right time, it is almost obvious that there will be a conflict between the concerned parties. The employees need effective communication from the managers at all times in an organization. The same is expected on the side of managers as they need effective communication from the employees (Maas, 2010). For example, managers need to address all the issue that affects the organization at the right time. Most employees have grievances and would wish their grievances to be solved at the right time. A perfect example is the looming grievances on the pay packages and remuneration. This is a prevalent issue in many organizations and it often results into conflicts. Openness on this issue ensures the organization has minimized conflicts. However, silence on the issue results into conflicts, and in many instances, it leads into industrial actions. Solving such a situation is not a hard task. The organization should have avenues of relaying information on such issues. For example, the organization should have occasional briefings (Kinicki and Kreitner, 2009). In such briefings, the organization will have an avenue of communicating to the employees. Similarly, an organization should make use of internal memos and suggestion boxes. Internal memos are known to be effective in passing information to the employees. On the other hand, suggestion boxes are effective in passing information to the management. In conclusion, all conflicts in an organization can be managed to the least levels. This is by slotting various organizational regulations and rules. Secondly, there should be openness in the organization in regard to the grievances of both the management and the workers. Thirdly, personal and family conflicts should not ruin the organization since the organization is an independent entity. Lastly, the organization should find ways of effective communication to employees. This will limit any instances of conflicts arising. References Kinicki, A., & Kreitner, R. (2009). Organizational behavior. New York: McGraw-Hill/Irwin. Maas, H. (2010). Conflict! - Reality of management and organizational behavior. New York: GRIN Verlag. Rahim, M. A. (2011.) Managing conflict in organizations. New York: Transaction Publishers. Read More