Senator Manufacturing Company: Conflict Management in an Organization - Article Example

1 ORGANIZATIONAL CONFLICT Name: Course instructor: Course: Institution: Date: Abstract Management of organizational behavior is crucial in conflict management in an organization. This is because; the management of organizational behavior monitors the behavior of workers in order to avoid conflicts. There are various types of conflicts in an organization. These conflicts range from interpersonal conflicts to intrapersonal conflicts. Conflicts are as a result of clash of interests and values between workers. They can also be as a result of power imbalance. Different theoretical models can be used to determine the kind of conflict between workers. These theoretical models include maturity-immaturity theory and the group conflicts which show that groups of people find it hard to eliminate conflicts. Different workers both seniors and juniors get involved in organizational conflicts. An organization has to look for the best strategies to address organizational conflicts. Some of these strategies include accommodation, avoidance and collaboration. The implementation of different conflict management strategies requires an organization to educate its workers on what they are required to do in order to eliminate organizational conflicts. It also involves advising the works to behave well in order to shun organizational conflicts. Organizational conflicts affect the performance of the organization and therefore organizational leaders must look for the best conflict management strategies in order to solve organizational conflicts. Table of Contents Title page………………………………………………………………………….1 Abstract……………………………………………………………………………2 Table of contents…………………………………………………………………...3 Introduction………………………………………………………………………..4 Analysis of the case study…………………………………………………………4 Type of conflict and the theoretical models used to identify the type of conflict….5 The players in the conflict, their roles and possible perspective of the conflict……5 Major issues in the conflict………………………………………………………...7 Strategies that are most appropriate for effective management of organizational conflict..8 Implementation of conflict management strategies………………………………………9 Conclusion………………………………………………………………………………….10 References………………………………………………………………………………….11 Introduction Organization behavior refers to the study of the way people act in an organization (Hinds, P. & Bailey D. 2003, pp 615). Management of organizational behavior is crucial for the success of any particular organization. This is because it helps in ensuring a good relationship between organizational staff in order enhance better performance. In addition, management of organizational behavior is also essential to solving conflict between workers in order to promote a healthy relationship between the workers. Moreover, managing organizational behavior will help managers to understand the behavior of each of the employees in order to ensure that employees relate well with one another. Lack of organization behavior management causes conflicts between the members of a particular organization (Hinds, P. & Mortensen M. 2005, pp 290). Organizational conflicts are as a result of opposition in interests, values and requirements between workers. This conflict can be a difference between workers or workers with the source of power in the organization. There can also be minor conflicts in the organization which include rivalries, clash of personalities, role differences and power struggles. Organization conflicts have various negative effects to the organization. Some of these negative effects include delays in decision making, diversion from important organization tasks, poor listening and defensiveness among other issues. In this connection, organizations should properly manage the behavior of their workers in order to avoid conflicts and address conflicts as soon they arise among the workers (Jehn, K. 2005, pp 259). This paper will thus analyze conflict management in Seatcor Manufacturing Company. Analysis of the case study Type of conflict and the theoretical models used to identify the type of conflict There are various types of conflicts between the members of an organization. One of these types of conflicts is the interpersonal conflict. An interpersonal conflict includes disagreement between different people in an organization (Jehn K. 2007pp 533). In Seatcor Manufacturing Company, there is a conflict between some of the workers in the organization. There are various causes of interpersonal conflicts in an organization. One of the causes of interpersonal conflict in an organization is difference in personal dislikes and clash in personalities. In addition, such a conflict can also be as a result of differences in opinion between members on particular matters in the organization. Interpersonal conflict includes poor relationships among members of an organization (Mannix E, Griffith, T. & Neale M. 2002, pp 56). This poor relationship may be as result of power struggle, bad emotions towards one another, difference in personality and other negative habits. Problems in organizational relationships contribute to conflicts and cause unnecessary organizational clashes. In this connection, differences in relationship have led to interpersonal conflict between the workers at Seatcor Manufacturing Company. There are various theoretical models that can be used to determine the kind of conflicts that occur in an organization. One of the models that can be used to identify the conflict in Seatcor Manufacturing Company is the model on the incompatibility of goals, interest and values. This model shows that incompatibility of the goals, values and interests of organizational workers causes bad relationships between the workers and this therefore results to interpersonal conflicts in the organization (Nemeth C. & Nemeth B. 2003. 65). In Seatcor Manufacturing Company, workers seem to have incompatible interests and values and this has led to the bad relationship between the workers. The other model that can be used to identify the type of conflict between the workers at Seatcor Manufacturing Company is the maturity-immaturity theory. This is because, some of the workers in the organization feel mature and need to be given responsibilities in order to grow their personal potential. In this connection, failure to be given responsibilities that help workers to grow their personal potential can lead to conflicts within the relationship. Another theoretical approach that is used to identify the type of conflict in an organization is that there is always conflict within groups. Conflicts between different groups in an organization are inevitable and this shows that organizations should expect cases of conflict between different groups in the organization because in most cases, different groups will have difference in interests, values and preferences and this will eventually lead to organizational conflict (Nemeth C. & Nemeth B. 2003.pp 67). It is therefore essential for an organization to identify the type on conflict between its workers and the causes of such conflict in order to solve it effectively. The players in the conflict, their roles and possible perspective of the conflict In Seatcor Manufacturing Company several workers have contributed to the interpersonal conflict that has been realized in the organization. The main players in this conflict are Joe and Amanda. Amanda is tenacious, well trained business graduate who is competent in her work. Amanda is also subordinate to Joe but Joe is excluding her in his organizational plans. Mitchel and Ken are the other players in the conflict. The two have been appointed managers of the five year plan organized by Joe. These two managers do not respect Amanda though she is their senior and thus they can openly defy instructions given by Amanda regarding job issues. Joe has promised to promote Mitchell during his retirement. Mitchell and Ken have also caused conflict because they defy organizational rules but Joe supports their actions. For example, the two can smoke in the work place and this endangers the health of other workers in the company. The entire organization workers are in conflict with Mitchell and Ken for smoking in the organization and they want a non-smoking policy to be enforced. The non-smokers are also in conflict with the management for failing to put a non-smoking policy in the organization. Joe and Amanda are in conflict because they differ on how to deal with disobedient junior workers. Each of the conflict players has a different perspective of the conflict. Although Joe is in conflict with Amanda, he does not mind about it because he feels that he is sure of what he is doing. Amanda does not see the impact of his conflict with Joe although she feels that the conflict may affect her job performance (Greer L. & Mannix E. 2008, pp 278). The senior vice president of operations and chief operating officer view the conflict as a great thing that may affect the entire organization and hence sees the need to solve such a conflict. On the other hand, the other workers in the organization see the conflict as a failure of the management and thus threaten to leave the organization if the smoking issue is not addressed. Major issues in the conflict There are various issues that have led to the organizational conflict among workers at Seatcor Manufacturing Company. One of the main issues in the conflict at Seatcor Manufacturing Company is clash in values, interests and personalities between the workers (Dreu D & Weingart L. 2003, pp 743). Joe and Amanda seem to have clash in values and interests and this has caused conflict in the organization. Clash in personality between Joe and Amanda causes them to differ on organizational behavior such as smoking in the work place. In addition, the interests and values of the non-smoking workers clash with those of Mitchell and Ken and this makes the non-smoking workers to threaten to leave the organization. The other issue in this conflict is power imbalance. Although Amanda is subordinate to Joe, Joe does not include her when making plans in the organization and this has led to the conflict between the two. In addition, Amanda feels that she has power to instruct Mitchell and Ken but these two managers defy her instructions while Joe supports their actions. Moreover, power imbalance makes it hard for Amanda to address the smoking problem because Joe supports it. The other issue in the conflict is gender differences. Amanda has the right qualifications and expertise to work in high position but Joe wants to leave his position to Mitchell just because Joe is a lady. High emotion is another issue in the conflict because Amanda is upset due to the way Joe treats her in the organization (Gamero N. Gonzalez R & Peiro J. 2008, pp 69). Breaking organizational rules and regulations is another issue in conflict at Seatcor Manufacturing Company. Mitchell and Ken have broken some of the rules and regulations of their company such as the rule on smoking and this has become an issue in the conflict. In this connection, it is essential for the members of an organization to identify the issues in conflict in order to determine the best strategy to solve the conflict. Strategies that are most appropriate for effective management of organizational conflict There are various strategies that can be used for conflict management in an organization. These strategies can be applied in order to solve the conflict and prevent future conflicts in the organization. It is essential for an organization to know the cause of a conflict in order to know the best strategy that can help in effective management of the conflict. Collaboration is one of the most appropriate strategies that can help in the management of the conflict at Seatcor manufacturing company. Collaboration between all the workers in the organization will help each of the workers to achieve their targets and still ensure a good relationship with other workers in the organization. Collaboration is also an effective strategy because it will help those in conflict to posses the solutions to their conflict (Eisenhardt K & Kahwajy J. 2007, pp 79). Accommodating is another effective conflict management strategy that can help to solve the conflict at Seatcor Manufacturing Company. The workers can be advised to work towards achieving a common goal and this may be achieved by terminating the conflict in order to ensure a good relationship between the employees (Montoya W., Massey A., Song M. 2001, pp 1253). Accommodation is essential especially when people have differences in values and interests because it will enable workers to accommodate the likes and dislikes of their fellow workers. Avoidance is the other strategy that can be used to solve the conflict at Seatcor Manufacturing Company. This will help workers to withdraw from conflicts in order to prevent further chaos (Behfar, K. et al. 2008, pp 178). In this connection, an organization can apply these strategies in order to ensure an effective management of the conflict. Implementation of conflict management strategies In the implementation of effective conflict management strategies, those solving the conflict should make the people involved in the conflict aware of the strategy being used to solve the conflict. Collaboration method will be implemented by asking the people involved in the conflict to collaborate with each other in order to avoid conflicts (Gallenkamp J. et al. 2010). For example, Amanda and Joe will be asked to collaborate with each other and help one another to achieve the set targets. In addition, all the workers at Seatcor Manufacturing Company will also be required to collaborate with one another in order to end their conflict (Weingart L. & Jehn, K. 2000. pp 236). Accommodation will also be used by the workers of the company ion order to end their conflicts. This will be done by asking all the workers at Seatcor Manufacturing Company to accommodate the values and interests of their fellow workers in order minimize organizational conflicts. Lastly, implementation of effective conflict management strategies will also involve asking workers to avoid conflicts. This will help then to walk out of conflict and shun causing more chaos in the work place. In this connection, the workers of Seatcor Manufacturing Company must therefore be educated on the most effective conflict management strategies in order solve conflict in the organization. Conclusion Organizational behaviors refer to the way workers act while in the work place. Management of organizational behavior is crucial because it helps to prevent conflicts in the organization. There are various types of conflicts in an organization. These include conflicts between workers, intrapersonal conflicts and between workers and managements. Different workers can be involved in organizational conflict. These include the management, seniors and junior workers. Some of the major issues of conflict in organization include power imbalance, decision making differences, gender and clash of interests. Effective conflict management strategies such as collaboration, avoidance and accommodation can be applied to help workers to solve the conflicts. In this connection, organizations must ensure effective conflict management in order to ensure a good relationship between the workers. References: Behfar, K. et al. 2008. 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