Group and Organizational Behavior, Writing Skills, and Conflict Management - Term Paper Example

Summary Essay: Group and Organizational Behavior, Writing Skills, and Conflict Management Introduction Within the world of business, there are times when conflicts do arise. These need to be taken care of by the organizations since these embody the basis of serious issues cropping up at the workplace. Conflict management is a very important aspect as it aims to build upon the premise of a better change, a change that is positive in entirety yet very long-lasting for the well-being of the people who work under the aegis of an organization and for the sake of it as well. Conflict management has started to take shape since it justifies the need for having sanity within the ranks of an organization and how employees need to respect each other’s privacy so that the same could be done towards their ranks as well. The global face of organizations today has asked for provision of services which are enduring yet have very far-reaching results. If the employees engage their own selves within such conflicts that essentially aim to hamper the process of growth and development over a consistent period of time, it is best to get rid of such employees as these mar the basis of fostering relationships at work. One must understand that any workplace would dearly cherish the idea of having near perfect conflict management domains because this keeps everyone on their feet and allows the organization to have a better control over the employees. This paper discusses the basis of conflict management as it has started to come out as a winning proposition in the time and age of today. A Basis of Understanding the Important Details in an Organization An organization needs to have a solid basis of group and organizational behavior activities, apt writing skills and a knack for handling conflict. These are some of the most sought after aspects which easily come under the auspices of an organization that is on the verge of going on an upward trend, both in terms of its sales revenues as well as profit levels. Group behavior within an organization comes about in an apparent manner when there are concerted efforts by all employees when they are placed under different group scenarios. This means that they would give their utmost when the organization asks of them to call the shots and devise ways and means through which the organization as a collective whole benefits in the end (Kasch & Wright 2007). Similarly, the organizational behavior in the related contexts is a proposition which will embody the basis of immense growth and success for the sake of the employees in return. This will find out different ways and means through which the organization is moving in line with the needs and wishes of the employees and the stakeholders are told about the differential measures that have been adopted at the organizational levels. All of these behaviors are pertinent towards understanding how an organization comes out as a winner at the end of the day. Moreover writing skills are needed to enhance the communication patterns which exist within the business enterprise. This is because any organization would dearly require that its communication and interaction mechanisms are made as smooth as possible. This will take into consideration the different realms of communicating with the customers, the stakeholders and even amongst the employees’ own respective domains. The writing skills are deemed as important as these pave the way for formal communication across the board. The employees remain in line with the growing needs of the business and hence try their best to give in their best without any doubts whatsoever. This is a very promising stance on the basis of an organization if it comprehends the need for having solid writing skills under its aegis (Oliu, Alred & Brusaw 2001). The managers should be well-equipped to handle all issues which are related with documentation and writing regimes so that they could form up as an important ally in the wake of work manifestations. Conflict Management – What Is It? Conflict management is a much desired proposition in the organizations of today. This is because the organizations have understood that if these cannot avoid conflicts from arising, there is a great amount of documentation which goes on to suggest that conflict management can be used as a reactive tool. However it is always for the benefit of a business entity to make sure that the proactive nature is inculcated and that all-out efforts are made to avoid the reactive zone. For the conflict management initiatives to be drawn up in an amicable way, it is very important to comprehend the fact that the top management must believe in the premise of removing conflicts, rifts and personal grudges from work. This would help the cause of the organization in an immense manner as well as ask the employees to give in their best time and time again. This is an age of working alongside one another and hence the need to manage conflict has been at the cornerstone of achieving success all this while. Conflict management is the amalgamation of efforts and endeavors to keep away issues which pose as serious threats towards the cause of a workplace environment. These could be at present or sometime within the future and should therefore be addressed properly by an organizational setting. It is tough to ascertain the exact nature of managing conflict since nearly all conflicts are measured upon the nature of potential impact these can have, both over the other employees as well as the organizational norms and procedures. How to Handle Conflict at Work? This seems like a million dollar question – how to handle conflict at work? The answer seems to become apparent when organizations take things in a sequential manner and thus give their best shot in a very head on fashion. Conflict management is something that is handled best by the human resources management department and thus all undertakings within the conflict domains must be brought forward to this department to reap the best possible results. This signifies the need for having a proper department in place which will take care of the differing issues at work and how these would mean success for the organization from the point of view of employees as well as its own position. Handling conflict is as important as avoiding it. However handling conflict can easily be bracketed under the aegis of a reactive process, one that aims to curb down the disaster that has already happened. Avoiding it would indeed be the best foot forward – an approach which is regarded as proactive in nature. The managers have their tasks drawn up in such a manner that they need to be accountable for nearly all the undertakings of employees under their direct aegis. They must remain answerable to the top management as to how such conflicts could be kept at a safe distance so that success measures could creep in, within the related equations. Conflict management takes care of issues which are pertinent towards the stability of the business with the people who basically run the business in essence. If this conflict is unable to handle, it is best to devise a separate unit which takes care of all the concerns that are happening within the local realms of the business. Conflict Scenarios and their Repercussions What conflicts do in essence is to stop the flow of work in a cordial way amongst the employees. Some employees are put off by the fact that they have had conflict within their one to one relationships with each other and hence they do not feel inclined to give their best on a consistent level. If this is the case, it is always important to understand that conflicts do have their strategic importance within the related domains. If however these conflicts go out of proportions, then there is the significance of understanding that the consequences could be very difficult to envisage and hence the whole employee morale goes down as a result of the same. Such measures should not be allowed to crop up by the human resources management department in the first place, as these mean nothing but wrath for one and all (Walters 2004). The worst thing about having conflicts is that these bring animosity amongst the employees and such hatred levels exist for long periods of time, thereby reducing the chances of being positive on the part of the employees all this while. There is a dire need to understand that any organization would dearly require a regime which is optimistic in nature and does not quite believe in fighting with one another. This is a proposition which will surely have a number of plus points if seen within the related settings. The ramifications of conflicting scenarios suggest that the top management within the organization gets dissatisfied and hence this implies the need for enacting measures which will take care of all the loopholes which mar the sanctity of running a business in the real sense of the word. The Role of Organizations in Conflicts The pertinent role of the organizations within the conflict management quarters is something that stands out in its own right. This is because organizations are known to be tough when it comes to dealing with conflicts. Nearly all organizations in the time and age of today devise ways and means through conflicts could be kept away from the shores of their employees and indeed the business processes that are running on, on a consistent level. The organizations need to understand that conflict management is an art and it must be handled as such – by hiring people who comprehend the exact nuances of handling conflict and by keeping away elements which cause disruption. Some of the biggest names in business today that have devised stern policies when it comes to conflict management include Microsoft, GlaxoSmithKline, Unilever, Adidas and Coca Cola. These companies have never come under the pressure of conflicts that have arisen at their respective workplace domains. This indeed is a much cherished feeling, one that is ably met by their respective human resource management departments. Serious efforts and solid basis of hard work is incorporated within their business realms so that employees do not pose as threats towards the sanctity of the organization as well as contribute in an active way, day in and day out. These organizations have understood that no employee is indispensable for the sake of running the business, and hence it is of paramount significance to make sure that the employees remain committed to the charter of the organization that they work for on a regular basis. There must not be any let up in the wake of achieving success as far as the conflicts are concerned, on the part of any organization. Conclusion In the end, it is important to fathom that conflict management is important, not only because it puts the organization in a very commanding position but also the fact that it allows the employees to have a very relaxed environment at work – a fact that fosters creativity, hard work and optimism all around. These tenets are very important because these form the basis of continuous success if seen from the correct stance. There is no organization in the time and age of today that is not striving hard to have a conflict management regime in place so that its success means of immense significance. However if the top management does not understand its due role within the related settings, it would only be but natural that employees would start to have problems with one another as well as with the management entities, which surely is a wrong precedent to follow within any company. All said and done, it is quintessential that conflict management is given the much needed respect that it deserves so that employees do not take the organizational rules for granted and remain committed to the cause of the organization without any hidden agendas, all of which could be very negative for the sake of the organization in the long term. References Kasch, C. & Wright, D. (2007). Communication in Small Groups: Theory, Process, and Skills. Wadsworth Publishing Oliu, W., Alred, G. & Brusaw, C. (2001). The Business Writers Handbook: Fifth Edition. St. Martin’s Press Walters, R. (2004). The Conflict Management Handbook: 4th edition. High Ground Press Word Count: 2,016 Read More