Causes of Conflicts in Organizations - Term Paper Example

CONFLICTS IN ORGANIZATIONS by + The management of an organization plays a vital essence as it can make or break an organization. As such, there is a need for management of an organisation to employ tactics and methods that will ensure that an organisation stays afloat in such a competitive world. In my opinion, the best way to ensure that an organization stays afloat and relevant is to; (i) Embrace technological tools and other modern skills that are in line with the kind of services that the organisation offers (ii) Hiring competent workforce is another sure way that can ensure the success of an organization. The perfect methods to apply within an organisation that make the workforce feel like an asset to the workplace as opposed to feeling like a liability. In such a case, conflicts are likely to be manageable and the team spirit is likely to thrive. This in turn is naturally a benefit to an organisation. The excellence of an organization therefore stems from the modes of management applied. The scientific method of organization for instance is a perfect way of ensuring that duties are allocated according to the strengths of an individual. With this form of management in place, it is easier to rank each employee based on individual performance as opposed to overall performance. Also, it enables an organisation to train and bring up to speed employees that seem to be lagging behind in performance. Introduction Given that organisations comprise of human beings, it is only natural to say that conflict is inevitable at the workplace. When hiring, most employers will go for smart and independent-minded employees (Barker 1999). Independent-minded employees are opinionated and do not conform easily. While conflict is not always a bad thing as it is bound to generate more ideas within an organisation, it can get out of hand at times through consistent conflict. The pertinent question, therefore, remains how to get rid of conflict within an organisation. To address this, there is the need to understand the source of conflict within an organisation. Causes of Conflicts within an Organisation • Independence Evidently, an organisation comprises of individuals from different backgrounds and with a different set of values, experiences and ideas. This itself is a recipe for conflict within an organisation because not everyone will share in the different values, experiences and beliefs (Ackoff 1999). • Goals of Each Individual Each employee within the workplace has a different goal or goals and more so, a different way of achieving each one of these goals. This could be a major source of conflict within an organisation. Some employees will feel that some of their colleagues are either trying too much or playing dirty to win favor in the eyes of management. Different employees have peculiar and unique ways of seeking satisfaction and achieving goals at the workplace. What most management outfits discover along the way is that teamwork is sometimes overrated given that each employee will always look out for their best interest within an organisation. Most importantly, different employees have different ideas on achieving their goals (Walsh 1999). • Difference in Ideologies and Philosophies Different employees at the workplace have a different set of ideas and philosophies. What one employee will base his or her ideals and philosophies is different from another. Naturally, this is bound to awaken conflict at the workplace. Given that each employee seeks to guard jealously what they value as important philosophies and ideologies to them, there is bound to be conflict especially within a department where employees are expected to work towards a common goal. When one feels that their ideologies and philosophies are put on the spot or attacked, one is likely to get into a defense mode to protect their principles (Richardson 1972). The energy and heat used to respond to attacks, is a sure conflict. The Effects of Conflict To be quite fair, conflict does not necessarily translate to doom at the workplace. It can prove to be quite an asset especially when smart minds bring different energies, opinions and innovations to the table. In some instances, conflict encourages competition and creativity as well as eloquence in addition to stretching the capabilities of a workforce within an organisation. Employees are likely to challenge themselves to think beyond the proverbial box and trigger their imaginations based on fellow colleagues’ ideas and the need to be relevant. This can prove to be advantageous to and for the organization (Iacobucci 1996). However, too much conflict can and should cause alarm to the workplace especially when it generates to malice and slandering. In such a situation, it can prove to be time wasting and pose a challenge to the workplace. In some instances, too much conflict can awaken animosity and negative energy within the workplace. As a result, conflict can cause turmoil, foster distrust among the employees and create an atmosphere of defeat for those that cannot keep up with conflict at the workplace (Ibarra 1992). As a result, there is likely to be heightened misunderstanding, resistance to change and this can slow down productivity. While experts have argued that conflict is necessary within an organisation given the fact that lack of it could translate to redundancy, conflict, stagnation, autocracy, mediocrity and uniformity, too much of it can, however, prove to be a destruction at the workplace. In most cases, the term conflict automatically translates to suppression and bad working conditions. The pertinent question therefore arises, when is conflict at the workplace too much? Well, the minute conflict starts tampering with democracy, self-actualization, growth and diversity, it stops being helpful and begins to become toxic at the workplace (Daft & Arie 1993). No one in their right frame of mind wants to work in an organisation that is toxic. Given that conflict touches on emotions, feelings, beliefs and values, there is a need for every management to ensure that conflict does not affect performance at the workplace. Naturally, conflict only exists where there are a group of people with different opinions, beliefs, values and goals. Conflict can only exist when established by participants, given that conflict can only be fuelled and determined by people. Through conflict, people are likely to lose the entire ability of conflict stimulation and resolutions at the workplace (Eccles & Dwight 1988). The Need to Eliminate Conflict at the Workplace It is clear by now that conflict is time-consuming and only ends up awakening animosity among colleagues. As such, it can prove to be quite detrimental to an organisation and can bar employees from focusing and achieving personal goals as well as overall goals as a team for the greater good of an organization (Rahim 2011). While conflict is inevitable within an organisation, it can bar interdependence at the workplace. This explains various organisations are seeking ideas on how to eliminate conflict at the workplace. The best way to eliminate conflict within the workplace is by defining the roles and duties of each employee as well as respects the values of each within the workplace. Conflict only arises when segments within an organisation sense differences. Through interpersonal relationships, however, these differences can be harnessed. Team building is also a sure way of combating possible or future conflicts at the workplace. During team building sessions, especially those conducted outside the office, colleagues are likely to know and understand each other outside the work environment. This is a sure way towards fostering and harnessing stability at the workplace thus keeping conflict at bay. By eliminating conflicts, organisations are likely to yield greater results and within a short span. Conflicts can prove to be time-consuming. Time used to resolve conflict could be used perfecting profitable returns at the workplace (Richardson 1972). Conclusion The question remains, can conflict be entirely removed in an organisation? Well, while this is still debatable, there is the need to ensure that there is respect among colleagues. Differing opinions should not lead to animosity but instead, it should challenge all colleagues to bring their best ideas to the table for the greater good of an organisation. 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