However, research has shown that the certain forms of conflict can stimulate thinking and viewpoints and is often an important part of the teaming process. There are two main categories of conflict, constructive and destructive. Within each category, there are four identified issues that usually cause conflict: The higher the level of conflict, the more personal it becomes and non-productive it can be Leigh Thompson, et al.
Destructive conflict; also known as Affective or A-type conflict Leigh Thompson, et al. A-type conflict causes the person to lose focus of team goals and issues while closing the mind to new ideas and opinions.
Other effects of A-type conflict may cause witnesses to the negative behavior to limit their future views, ideas, and suggestions. Productive conflict; also known as Cognitive or C-type conflict Leigh Thompson, et al. If team members are educated on how to recognize and handle this type of conflict, C-type conflict can help stimulate creative thinking, causing people to think in different ways and arrive at different solutions while not being afraid to express those viewpoints and opinions to team members.
To get the best result often means looking at a situation from several different points of view. The key to C-type conflict is to keeping it impersonal. Nothing good can come from A-conflict and there is much to be gained from C-type conflict.
How do you discourage one and encourage the other is the question. Key factors for promoting an atmosphere where C-type conflict prospers and A-type conflict is stunted, lies with the teams understanding of conflict to begin with. Key elements of any charter must include the handling of conflicts combined with early education of team members as to how to handle conflict situations.
Conflict education is an effective way to reducing A-type conflict while encouraging team members to express varying viewpoints and opinions. There are many misconceptions about conflict. The first being, conflict is abnormal. Whenever there are multiple individuals striving to solve a problem or interpret a message, or define a goal, there is going to be a difference of opinions that will lead to conflict.
When people understand that conflict exists and resolution is perused, then unity can replace conflict Leigh Thompson, et al. Another misconception is that conflicts and difference of opinions are the same.
A difference of opinion is usually temporary and usually a result of misunderstandings, which can be resolved by clarification. Conflict is more severe and not as easily defined or clarified Leigh Thompson, et al.
Many people think conflict is a result of differences in personality. Personality differences themselves do not cause conflict. People with different types of personalities tend to bring different perspectives and points of views. If team members can recognize this as a positive attribute for the team, these differences can stimulate thinking and possible solutions. It is when those differences are played out through behavior and emotion that conflict can occur Leigh Thompson, et al.
Anger is often mistaken for conflict. Because conflict and emotions are involved in most conflict situations, people tent to associated all anger with conflict.
However, Anger is just one type of emotion and people have a choice as which type of emotion they will use. This is where team chartering and training can have their greatest positive impact Leigh Thompson, et al. Effective chartering can drastically reduce Affective conflict. The charter should always include operational ground rules that will dictate how the team will come to an agreement when conflict arises. It should also include rules of engagement for presenting opposite points of views, disagreements, and constructive criticisms.
The charter should also recognize that emotions will be impacted and as a result the should be time reserved, on a frequent and regular interval, where team members can vent there issues before their emotions get out of hand. Team education is also an important tool for reducing Affective conflict. Conflict education should be given when a team is formed and at periodic intervals as needed.
It is always a good idea for the team to get a refresher course on conflict management when given new assignments, new members are assigned, or when any team member feels that it is appropriate. If this were the case, there would be no need for a solution process. A well-constructed, functioning team should try to avoid destructive conflict.
If it should arise anyway, and there is a good chance it will, the conflict needs to be first identified and then dealt with before total destruction occurs.
To identify a conflict you first determine whether it is an individual, intergroup, or interorganizational conflict. The solution process to be utilized is determined from this. Also, one conflict may have started a second conflict. These would have to be handled at the same time but using different solutions.
The two kinds of conflict are constructive and destructive. Constructive conflict should be encouraged as it allows growth through creative thinking. By encouraging constructive conflict, a group or team becomes more unified and productivity increases. Destructive conflict is negative and stems from a lack of agreement, which results in a division of the group or team. Constructive conflict is necessary in accomplishing team goals but negative conflict needs to be resolved or, better yet, avoided.
When conflict resolution is considered necessary, there are phases Johnson and Johnson, , which can help in resolving conflict. Then there are strategies Johnson and Johnson, , which can help in resolving conflicts. A strategy that best suits the situation should be used. Negative conflict will always arise where people are working together.
Some of these conflicts might require outside mediation. This does not necessarily mean that the team or group is doomed. Ensure that your workplace maintains an equal opportunity policy and that you are familiar with it Ensure that praise, recognition and appreciation is abundant in your workplace. This is so easy to understand because we are trying everyday day to manage our own emotions, which we do not realize the other person may be feeling or going through something.
There are ten simple strategies help reduce negative emotions: We all feel that conflict is the last thing that we would like to deal with. We spend more time at work than we do at home with our families, so therefore we would like to be in a peaceful environment.
It is so true that if the problem is not addressed it will not get resolved, it will only escalate. Leaders and managers must know how to handle conflict in the workplace. This is often swept under the rug hoping that the problem will go away and it does not, things just get worse. Do not be afraid. It is the believed that the person causing the conflict is a trouble maker verses someone who is bringing something positive to the table.
We all have various opinions and ideas, so therefore there will always be some sort of conflict which must be addresses. Some organizations will just move the individuals or as it is said the problem around to make things better. What we all somehow fail to do effectively. When this happens the problem must be addressed and there will be times when the individual may be the cause of the problem, but do not jump to this particular conclusion prior to communicating effectively.
It is hard to imagine that such a behavior as conflict can be used as a positive. How can something that seems so dark be healthy and be used in such a positive way?
Humans in and out of the work center will express themselves at some point in time, and this is not something easily handled. Some people would rather avoid the conflict than address it. Kevan Hall wrote an article in that contained four tips that can be used to turn conflicts into something positive. As long as we humans continue to exist, move, work and live among each other, conflict will be a part of this life. We have to learn to use the resources available to us to the best our being to try to resolve the conflicts.
There will be times when the outcome will not be what we want it to be or hope for, but we must press on and try to learn from those experiences to create an environment that will be free from conflict. The strategic implications of organizational behavior for resolving workplace conflict would be to try to create an environment that would be free of conflict or when it occurs try to ensure that it will be resolved immediately. Training is needed so that individuals will be able to handle conflict as soon as it occurs.
The most valuable lesson that anyone will ever learn will be how to communicate with each other. Learning how to handle personal situations and teaching on how to respect each other versus taking each other for granted will certainly go a long way. The opportunities would be to have a great company and a team of workers that can get along with each other in a stress free environment. The challenges would be to actually get everyone to understand that they all have differences that can work as a positive but this does not always happen.
A comprehensive article on what causes workplace conflict. Best tips to overcome disputes. How you can turn workplace conflict into meaningful progress. Conflict, negotiation, power, and politics.
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Medicine essays Miscellaneous essays Psychology essays Religious studies essays Science essays Sociology essays Essays menu. Abstract This paper intends to look at the causes of conflict in the workplace and the effects that it can have on the employers, employees, and the organization as a whole.
Personal Issues Individuals working together or living together for that matter will at some point will have person issues. Poor Communication This does not happen only in business, but this happens in any area of life. Personality Conflicts We all have been created differently with our own minds, thoughts, and attitudes.
Stress This seems to be behind every ailment or confusion that may be happening in the workplace. Types of Conflicts Employee versus Employee Most of the time when this happens, the employees have miscommunicated the objective of completing a project and have his or own method of doing something. Rumor Mill We all have to vent at some point or we will blow up or have a very negative attitude. Employee versus Manager How this is handled could predict whether or not the person may or may not have a job in the end.
Solutions to the Conflict How conflicts originate or get started are different so therefore, they must be handled or settled using various approaches that suit the situation. Neither party gets what they initially desired Win-Lose or Lose Win: Both parties give in to some degree on an issue or set of issues Win-Win: Both parties get what they want.
Ensure that praise, recognition and appreciation is abundant in your workplace Managing Emotions This is so easy to understand because we are trying everyday day to manage our own emotions, which we do not realize the other person may be feeling or going through something. Conclusion As long as we humans continue to exist, move, work and live among each other, conflict will be a part of this life.
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Identifying conflict in our lives and overcoming it can be highly beneficial to our happiness and well being. There are many different areas of conflict that we.
Essay: Workplace Conflict Resolution Abstract This paper intends to look at the causes of conflict in the workplace and the effects that it can have on the employers, employees, and the organization as a whole. Conflict Resolution. Conflict resolution is the process of reaching an agreement between the parties which are having a conflict or it is a process of reaching a consensus and improve the cooperation between the conflicting parties, conflict resolution is a way to overcome the problems of conflict.
Free Essay: Conflict Resolution Case Study Conflict is inescapable, having the ability to recognize, understand, and resolve conflicts are important in both. A new director decides to reorganize the department you work in. This reorganization comes about without input from the employees and many of the nurses that you oversee are feeling resentful of the change.