Managing conflicts

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Conflict management is a common phenomenon in organizations (Rainey, 2009). Managing conflict aims at lessening the interdependent between the conflicting groups. It can involve physical separation of the conflicting parties. Physical separation buffers the creation of the inventory between the units of workflow making it less independent and reduces conflict. Generally, conflict is unending in any society where people live together. Introduction Many people and organization wish to compete peacefully with their market competitors, family members, and organizational departments. However, conflicts are inseparable from persons they form part of our daily living. Conflicts are the long live Methuselah and were present even in the beginning between the two brothers that is Cain and Abel. The term conflict has no definite meaning but scholars who are interested in studying it have created different accounts over the same. In an institutional setting conflict is a breakdown in the standard mechanism of the decision making bringing difficulty in the management of the organization. Conflict is a dynamic process underlies the organizational behavior (Rainey, 2009). When people work together, there must be tension and conflict among the individuals from time to time. Conflict is the natural and the immediate outcome of disagreement and results individuals who differ in terms of thought and likes. Sources of organization conflict National organizational groups’ conflicts source from the individuals persons who from the organization (Jones, 2010). Conflicts at work place, according to the university of Colorado faculty, stems from issues from the employees and the management or among the employees. One cause of conflict in an organization is differing values among the organization’s persons. The work place consists of individuals who have different perspective towards the daily issue that emerge in the company and life generally. Some strongly believe to them but are unwilling to comply with the standards. These beliefs are the main cause of conflicts to these institutions (McConnell and Leibler, 2011). For example some workers strongly belief in the diversity to the business, however they may not accept the different views from others or accept opposition over their belief. Another cause of conflict in an organization is the opposing interest of interest of the workers. This may come about if a worker decides to pursue his own goal without considering the goals of the business or the well being of other workers. It may result to result to strife among the workers hence a conflict. This situation occurs when some employees focus on achieving their own objectives without regarding their effect to the company’s operation. In the first instance, the victim may forget that she is a member of the institution’s team from which they are supposed to work to achieve a certain goal (Miller, 2008). The sole worker may work according to her own schedule in a manner that builds resentment to the whole organization. Personal conflict is another cause of conflict in an organization. Two or more people in an organization are prone to clash since no person is exactly like the other. One employee may possess a reversed personality while another may be an outgoing. When these two personalities clash, the immediate expectation is a conflict in the institution. Poor communication can also lead to strife among t