International Management
Student name: Lydia C. Howell
Student ID: AC0904167
Course number & Title: BU350 – Organizational Behavior
Assignment number & Title: Assignment 06 – Managing Conflict and Negotiating
Date of Submission: August 14, 2013
The difference between functional and dysfunctional conflicts hinges on whether or not the interests of the organization have been served. Functional conflict such as a scheduling conflict between line staff and supervisors, achieves organizational interests while dysfunctional conflict such as discrimination conflict, threatens the organizational interests.
There are various antecedents of conflict that once known, can assist in the anticipation and quick resolution of conflicts once they become dysfunctional. Among these are interdependent tasks where an employee is unable to complete his or her work because a fellow coworker hasn’t completed theirs. A second antecedent is unmet employee expectations where he/she may have unrealistic expectations about an assignment and the corresponding compensation. A third antecedent is that of unreasonable deadlines or extreme time pressure which could involve a manager assigning a task to an employee and setting a deadline without providing the proper tools and time scheduling to complete the assignment on time. A fourth antecedent is inadequate communication which may be manifested in a manager deciding not to respond to an email from an employee requesting permission to proceed with a matter. In doing so, the employee may assume that by receiving no response, the manager has agreed. A fifth and final antecedent of conflict is personality conflict. Conflict may arise as persons may decide to disagree with a decision in part on a whole based on personal likes/dislikes, religious affiliation or traditions.
In an organization, successful conflict management involves desired outcomes. First is agreement. This should be viewed as equitable and fair by all parties involved.
Student ID: AC0904167
Course number & Title: BU350 – Organizational Behavior
Assignment number & Title: Assignment 06 – Managing Conflict and Negotiating
Date of Submission: August 14, 2013
The difference between functional and dysfunctional conflicts hinges on whether or not the interests of the organization have been served. Functional conflict such as a scheduling conflict between line staff and supervisors, achieves organizational interests while dysfunctional conflict such as discrimination conflict, threatens the organizational interests.
There are various antecedents of conflict that once known, can assist in the anticipation and quick resolution of conflicts once they become dysfunctional. Among these are interdependent tasks where an employee is unable to complete his or her work because a fellow coworker hasn’t completed theirs. A second antecedent is unmet employee expectations where he/she may have unrealistic expectations about an assignment and the corresponding compensation. A third antecedent is that of unreasonable deadlines or extreme time pressure which could involve a manager assigning a task to an employee and setting a deadline without providing the proper tools and time scheduling to complete the assignment on time. A fourth antecedent is inadequate communication which may be manifested in a manager deciding not to respond to an email from an employee requesting permission to proceed with a matter. In doing so, the employee may assume that by receiving no response, the manager has agreed. A fifth and final antecedent of conflict is personality conflict. Conflict may arise as persons may decide to disagree with a decision in part on a whole based on personal likes/dislikes, religious affiliation or traditions.
In an organization, successful conflict management involves desired outcomes. First is agreement. This should be viewed as equitable and fair by all parties involved.