Conflict Resolution within the Organization - Literature review Example

When conflict arises within an organization a business entity can encounter a series of problems that can hurt its productivity. Due to the importance of synergy and teamwork it is essential for companies to be able solve their internal conflicts utilizing effective techniques that can bring resolution to the issues in short amount of time. A company that does properly handle the conflicts between its employees is a firm that is increasing its overall business risk. Conflict resolution techniques such compromise, negotiation and imposition are the types of sound managerial principles that are utilized in successful businesses worldwide. We are living in a world in which people depend on each other for society to work efficiently. In the workplace employees more than ever before rely on each other to accomplish the objectives of the company. Teamwork is defined as a formal work group consisting of people who work together to achieve a common goal (DeJenasz & Dowd & Schneider, 2001, 310). Teamwork is a critical success factor that differentiates successful firms from the pretenders. Despite the knowledge that working together as unit provides the best results interpersonal relationships do not always follow the best path. At times conflict manifests itself in the workplace among employees. Conflict is detrimental to the internal functioning and productivity of business entity. This paper analyzes the different conflict resolution techniques that can be utilized to prevent and resolve conflict in the workplace. A team does not become a well oil machine overnight. There is a process associated with the formation of a team unit. A group goes through a series of stages as they grow and develop into a team (DeJanasz, et al. 2001, 315). Recognizing the existence of this development process is important because if a company does not allow a team to develop properly the chances of conflict arising within the staff increases. The fives steps of the team development process are forming, storming, norming, performing and adjuring. The first two steps of the process have the greatest influence in prevent conflict in the future. The forming stage of the process allows the members of the team to get to know each other. This socialization process gives the employees a chance to get a feel of the personality and work styles of the other members of team. The general parameters and objectives of the work tasks are established. If a company does not allow forming to take place the members of a team will not build trust among themselves the leads to synergy in the workplace. The storming stage of the team development process involves dealing with tensions and minor conflicts. In this stage feeling emerge such as resistance to tasks, resentments about differences in workloads, anger about roles band responsibility, and changes in attitudes towards coworkers (DeJanasz, et al. 2001, 315). By dealing with these issues early in the team development process the employees eliminate possible conflicts from arising later on. One of the best ways to prevent conflict is to create a corporate culture in which the lines of communication are open. Within a team setting many experts believe that the size of the influences the internal functionality. If a team is too big it can lead to problems and conflict because it is difficult to handle the opinions of many members. The opposite which is a small team can lead to complication such as work overload, time constraints, and too much dependence on the output of another member. The optimum size of a team is between five and nine members (Thompson, 2006). There are different types of conflicts, some of which actually benefit an organization. For example in a strategic focus group it is helpful if the members initially disagree in the proposed alternatives in order to spur heated discussions which help decipher the best course of action. Preventive measures can lower the incidence of undesirable conflict, but due to the emotional nature of human beings conflict will be a part of the organizational behavior thus it is imperative that corporations utilize conflict resolution techniques to resolve them. Some of the methods or techniques that can utilize to resolve conflicts include avoidance, imposition, authoritative command, compromise, integrative bargaining, management consensus, and confrontation. Avoidance occurs when the issue associated with the conflict is ignored so that time can allow for the issue to disappear. This technique is effective in situation where the conflict is not too serious. Avoidance is often utilized to resolve interpersonal conflict within an organization. The risks associated with avoidance are that if the issue does not solve itself the problem may escalate and become more problematic than it was originally. Another technique to solve conflicts is imposition. Imposition occurs when one of the parties involved in the conflict concedes his / position to end conflict. A person is more likely concede a position if they are relative new employees and desire to make a good impression or if they not have many allies within the organization. Imposition has the drawback that it fails to acknowledge the interests of some team member and can result in reduced motivation and dissatisfaction (Team Processes: Developing Synergistic Team Relations). A conflict resolution methods that is able to partially resolve the underlining issues that are important to all parties involved is called compromise. In a compromise scenario both sides give in a little in order to resolve the issue (Spangler, 2003). The entire process involves a series of meeting in which each side discusses their point of view. Due to the tedious communication process this conflict resolution methods is not suited for situation that require an immediate resolution. Properly applied the compromise technique represents a lose-lose scenario because both parties conceded something to negotiate a deal. Another way to solve a conflict is for the supervisor or manager to exert authoritative command. This solution basically proposes that the person responsible for the action of the subordinates act as a judge of the case. The manager will decide based on his own set of criteria the best course of action. Authoritative command results in a win-lose proposition to resolve the conflict. A technique that can provide a conflict with a non-biased resolution is called consensus management. The technique is similar to authoritative command as far as a third party intervening to find a solution, but it can provide a more fair judgment because it requires the input from committee or group panel that discusses the issue to then give a recommendation about the best course of action. The final conflict resolution technique that will be discussed in this paper is called problem solving or confrontation. Confrontation seeks a resolution to the agreement by forcing the parties to face to face confrontation so that through direct communication the parties can arrive at a solution (Brennen). The method is effective a subtle matters and should not be used in any of conflict that involves complex issues. It also requires a certain level of maturity from both parties to undergo a heated discussion without the inclusion of personal attacks or disruptive comments. The business organizations of the 21st century depend on the effectiveness of their human resource to be able to compete in the global marketplace. In order to achieve the optimum results there is a need for the employees of a company to work as a unit cohesive unit. Teamwork has become more important than ever in the corporate world. Individualism has become an undesirable trait in the profile of the employee of tomorrow. During the course of business due to human nature there are conflict arises between the members of a team. It is important for manager to have good knowledge about the different conflict resolution technique that are available to resolve conflicts in the workplace. Some of the techniques that can utilize to resolve conflicts are avoidance, imposition, authoritative command, compromise, integrative bargaining, management consensus, and confrontation. The appropriate technique to apply to resolve a conflict depends on the nature of the conflict and the seriousness of the matter. It is imperative to recognize the existence of conflicts and to make a concentrated effort to find solution to conflicts based on sound managerial and organizational behavior principles. References Brennen, A. Conflict Resolution. Retrieved January 13, 2009 from http://www.soencouragement.org/conflict-resolution.htm Spangler, B. (2003). What is Compromise. Retrieved January 14, 2009 from http://www.beyondintractability.org/essay/compromise/ Team Processes: Developing Synergetic Relations. Thompson, K. (2006). The maximum team size for effective working. Retrieved January 14, 2009 from http://www.bioteams.com/2006/01/13/the_maximum_team.html Read More