Sources of Conflict in Organziations
SOURCES OF CONFLICT IN ORGANIZATIONS
Understanding conflict in organizations is critical so that one can actively participate in its management. Conflict is inevitable and is usually perceived as negative. An organization that does not effectively manage conflict will remain stagnant and even possibly degrade over time. However, conflict can be a positive catalyst for change and move an organization forward. Conflict is quite normal and is a natural part of all of our lives, both personally and at work. Internal relationships at work must be nurtured and maintained or chaos will erupt. In order to understand conflict in organizations and to learn how to properly manage it, one must first understand how conflict originates. According to McShane and Glinow (2008), there are six major sources of conflict in organizations. This paper will address four of these sources in detail. One of these sources of conflict involves the availability of resources. Windle and Warren point out that the scarcity of resources can be perceived or real (2008). With lean practices at work in most organizations today, resource scarcity is commonly a reality and can be a catalyst for much conflict. Competition for needed resources arises among employees, and office politics take the helm. The most effective way to handle this issue is to be creative and flexible in finding solutions that address resources. Instead of expending energy in conflict, this energy can be channeled into finding solutions. If one is resistant to explore other possibilities only because the desired resources are not available, the organization cannot progress. Conflict involving scarce resources that is not resolved wastes even more resources as time is spent in the feuding process. One of the common examples of resource scarcity in today’s organization involves staffing. Many organizations are flattening their structures and working to achieve maximum efficiency with the employees remaining.
Understanding conflict in organizations is critical so that one can actively participate in its management. Conflict is inevitable and is usually perceived as negative. An organization that does not effectively manage conflict will remain stagnant and even possibly degrade over time. However, conflict can be a positive catalyst for change and move an organization forward. Conflict is quite normal and is a natural part of all of our lives, both personally and at work. Internal relationships at work must be nurtured and maintained or chaos will erupt. In order to understand conflict in organizations and to learn how to properly manage it, one must first understand how conflict originates. According to McShane and Glinow (2008), there are six major sources of conflict in organizations. This paper will address four of these sources in detail. One of these sources of conflict involves the availability of resources. Windle and Warren point out that the scarcity of resources can be perceived or real (2008). With lean practices at work in most organizations today, resource scarcity is commonly a reality and can be a catalyst for much conflict. Competition for needed resources arises among employees, and office politics take the helm. The most effective way to handle this issue is to be creative and flexible in finding solutions that address resources. Instead of expending energy in conflict, this energy can be channeled into finding solutions. If one is resistant to explore other possibilities only because the desired resources are not available, the organization cannot progress. Conflict involving scarce resources that is not resolved wastes even more resources as time is spent in the feuding process. One of the common examples of resource scarcity in today’s organization involves staffing. Many organizations are flattening their structures and working to achieve maximum efficiency with the employees remaining.
Cited: Fisher, R.J. Sources of Conflict and Methods of Conflict Resolution. Retrieved July 29, 2008, from McShane, Steven , L. ., Von Glinow, Mary Ann, . (2008). Conflict and Negotiation in the Workplace Patterson, Grenny, McMillan, Switzler (2002). Crucial Conversations: tools for talking when stakes are high Rock, Michael, E.. Canda One. (1999, September ). Retrieved July 27, 2008, from http://www.canadaone.com/ezine/sept99/corporate_learning2.html Supanwanid, Nath, . Nath 's. (1999, November 11). Retrieved July 27, 2008, from http://nuth.tripod.com/course620-cdiv.html Windle, Rod., Warren, Suzanne, . Conflict 101. Retrieved July 25, 2008, from http://www.directionservice.org/cadre/section2.cfm