causes of conflict in an organisation

27 grudnia 2020 - Less than a minute read

Conflicts cause stress, which reduces worker satisfaction. Conflict in organizations can be caused by task interdependencies, status inconsistencies, jurisdictional ambiguities, communication problems, dependence on common resource pools, lack of common performance standards, and individual differences. When both the parties are dogmatic (with closed minds) and autocratic, they are bound to dis­agree and they cannot discover any common ground to arrive at a mutual agreement. During this process there are the chances of difference of opinion, disagree on some matters, clashes friction and all this ultimately resulted into the conflicts which harmful to the organization. Supervisors may unnecessarily harass workers. There are mainly three interpersonal relationships found in an organisation among groups: (2) Bet­ween superior and subordinate and. Employees also have to equally contribute to have a congenial atmosphere in workstations. Unreasonable Standards, Policies, Rules or Procedures: When policies, standards, rules, or procedures are unreasonable and unattainable, they lead to dysfunctional conflicts between managers and sub-ordinates. Conflict is an essential fact of organisational life. Conformity issue in an organisational backdrop involves developing altitudes, opinions and behaviours to match the attitude of the group in which the individual works or the expectations of the organisation. For example, managers in many organizations have the prerogative to take personal time off during workdays to run errands, and so forth, whereas nonmanagerial personnel do not. Conflict tends to take different forms, depending upon … As a result of the conceptualization process, parties to a conflict attempt to implement their resolution mode by competing or accommodating in the hope of resolving problems. Why Organizations Have So Much Conflict Task Interdependencies. Therefore, managers must frame sound policies, rules and procedures and correct those policies and procedures that do not help employees achieve organizational objectives. Conflict tends to take different forms, depending upon the organizational structure (Jaffe, 2000). For instance, when a manager reassigns one employee’s task to their co-worker and fails to communicate the move to the staff. Time Pressure 3. Moreover if there is authority hierarchy is not properly maintained there are chances of conflicts. When resources are limited, a zero-sum game exists in which someone wins and, invariably, someone loses. A mature personality is independent, autonomous and future oriented. Hence, physical privacy is respected for its own sake. For example, production personnel are often rewarded for their efficiency, and this efficiency is facilitated by the long-term production of a few products. Individual Differences, 15. Crosby who is considered as pioneer of quality movement in the USA says, that quality can be achieved through the adaptation of integrity, systems, communication, operations and policies. These are all natural rights acquired though contract of employment. Similarly, the employer should deliver or fulfil the terms and conditions agreed upon at the time of appointment of an employee. Organizations are designed around product lines, regions or technical specialities. iii. For smooth running of organisation and timely attainment of objectives, makes the organization profitable. Conflicts between the parties may develop when the resources such as budget funds, space, supplies, personnel, office services, etc., are scarce and therefore more important to the rival .parties. The pointers … Thus, privacy policy is a two-way approach. Undesirable Demands of Trade Union / Workers 20. The desire of the individual to look forward (i.e. Otherwise, organisation does not function in a harmonious way. A number of factors are known to facilitate organizational conflict under certain circumstances. Lack of Discipline and Rules and Regulation: If there is no code of discipline, and formal rules and regulation for leaves, promotion, transfer, training, demotion, holidays may give the scope for chaos and disorder, irregularities, indiscipline among the employees which give rise to organizational conflict. Disciplined workers become more work-oriented and develop a healthy relationship with other employees and management. When the two parties or two departments are interdependent for supplies, information, direction or help and there is greater need to co-ordinate their activities, we may come across conflicts between them. The causes of conflict within an organisation may be divided under the following heads: Cause # 1. However, committees can take steps to minimise potential situations of conflict before they arise or to … The major cause of unresolved conflict is the communication gap among individuals. A cause for conflict in organizations is lack of information. To provide ways of avoiding conflict. Faulty Performance Appraisal and Reward System: If there is faulty or defective performance appraisal and reward system is adopted, it definitely give rise to conflict among the employees and management. If the role of the employee is also not clear, the role conflict is likely to occur. Persons from whom the inaccurate information is collected has to be made known to that person before it is rectified. The inter-personal conflicts usually get resolved by themselves because the parties at conflict are not in a position to remain in a conflict for a long time. (i) Make employee to work on unwanted jobs. 1. In stage 2, the conceptualization stage of the model, parties to the conflict attempt to understand the nature of the problem, what they themselves want as a resolution, what they think their opponents want as a resolution, and various strategies they feel each side may employ in resolving the conflict. Thus, privacy policy protects such functions. But his supervisor or manager may not appreciate the quality of work he does and finding a clumsy reason may penalise him. There are organisations which fix higher values and norms to be followed by their employees. This paper therefore identifies the basic causes of conflicts in organizations such as poor communication, maltreatment of employees, inadequate in the … This also contributes for the maintenance of sound relationship between employer and employees. 3. Certain conditions are followed while framing the privacy policy: The information collected for framing privacy policy should be relevant and informed to concerned. The information so collected should provide some benefits to the person who provides information. Conflict is the existence of opposition or dispute and an­tagonistic or hostile interaction among groups or between per­sons. . Four such levels can be identified: Intrapersonal conflict. Office romance is considered dangerous and it is the reason why some companies have a policy that inhibits its employees from engaging in such affairs. Wherever the resources are limited every departmental head trying to get maximum resources their respective departments and this may give rise to conflict. This will make the employee feel offended, resulting to animosity among the two colleagues and the manager. Disagreement is the basis of conflicts in the organisation. Non-conformists in organisations have to face problems. In all activities of the organisation, privacy policy plays a major role. Poorly Defined System of Payment 21. Organisational discipline means the behaviour of workers and management. Communications Breakdowns 5. Conflict takes many forms in organizations. In the USA, Occupational Safety and Health Administration (OSHA) was established to look after wellness programmes of employees. It is even more important when an organization is beset with conflicts in the management of its Human Resource. Some of the causes of organizational conflicts are:-, 1. Privacy Policy 25. Personality conflicts, irritating as they may be, don’t actually qualify as an organizational source of conflict. Inter-group conflict. When competition for scarce resources becomes destructive, conflict can be avoided by increasing the resource base. Similarly, an advocate should not reveal his client’s problems to others. Let us deal with these broad categories in brief. DO NOT copy word for word. In order to survive, a company must focus its efforts on generating revenue in the face of competition. For example, a doctor should not reveal his patient’s disease to others. These situations are common in the workplace, leading to organizational stress. “Job enrichment involves redesigning work to give employees more authority in planning their tasks, deciding how to complete their work and allowing them to learn related skills or to trade jobs with theirs”. A model of the conflict process follows four stages. Conflicts are created by a variety of causes. They are recognised in workplace and rewarded suitably through fair wages and other incentives. A production manager, for instance, may be of the opinion that streamlining the products line and concentrating on a few products can make the organization more productive, while a sales manager may desire a broad product line that will satisfy diverse customer demands. One of the causes of conflict in the workplace stems from lack of communication or poor communicating styles. Privacy policy provides scope for this. Secured privacy policy facilitates to develop healthy relationship amongst members and between employees and employer. Employees (Students) have to strictly follow the rules, regulations and work order (Job description) to produce the target work. In the absence of proper communication network, misunderstanding, confusion doubts may be created in the mind of the employees which ultimately resulted into organizational conflicts. Conflict tends to take different forms, depending upon the organizational structure (Jaffe, 2000). Figure 10.4 Potential Causes of Conflict Organization Structure. Not only of the employees. Conflicts can cause high level of tensions among the organiza­tion. In India, many legislations have been enacted to protect the interest of employees. In short, interdepartmental conflicts brought about heavy losses and adversely affected the repu­tation of the enterprise. 1. Bank loan or insurance is the best example. This definition implies that only essential information of individuals or of the organisations have to be disseminated to others in completing an agreement or task. Unnecessarily, all private information should not be disclosed. Please, sit back and study the below research material carefully. Every method would have its own pros and cons, but the very fact that there are different methods itself leads to conflicts. To give recommendations on the method of resolving conflict based on the research study. These are (1) competing, (2) collaborating, (3) compromising, (4) avoiding, and (5) accommodating. Quality means that whatever the work done in an organisation by a worker should match to the standard fixed by management and the management has to provide everything to employees to maintain quality in service rendered. Personality and Organization: A Basic Conflict? Another cause of conflict in an organization stems from romantic relationships among persons working together. This model, shown in (Figure), consists of four stages: (1) frustration, (2) conceptualization, (3) behavior, and (4) outcome. However, there are six major classes or conditions leading to conflicts: (5) Barriers to communication creating misunderstanding and confusion; and. Conflict is a common occurrence that can be managed with productive communication. Stage 2: Conceptualization. Conflicts are inevitable in organizations where different mindsets endeavor to work together as a team. Conflict is a normal part of life and there are many issues that could cause conflicts to arise within community organisations. Organizational conflict, or workplace conflict, is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. This often occurs because of a lack of common performance standards among differing groups within the same organization. Causes of Organizational Conflict. Similarly, an employee may get additional incentive on disclosing some secret personal traits to top management. Though the objective is the same for every member in the team, the methods adopted by each person to reach that objective could be different. ii. Managements also, in turn, work for the welfare of employees and develop healthy relationship and deal fairly with all their stakeholders. The effectiveness and efficiency of work done depends on the degree of discipline (set work procedure) maintained by worker and managers. Conformity here refers to the performance of tasks by the employees as per the standards fixed by the employer. Attributions: Interpreting the Causes of Behavior, Benefits and Challenges of Workplace Diversity, Perception and Managerial Decision Making, How the Brain Processes Information to Make Decisions: Reflective and Reactive Systems, Opportunities and Challenges to Team Building, Factors Affecting Communications and the Roles of Managers, Managerial Communication and Corporate Reputation, The Major Channels of Management Communication Are Talking, Listening, Reading, and Writing, Situational (Contingency) Approaches to Leadership, Substitutes for and Neutralizers of Leadership, Transformational, Visionary, and Charismatic Leadership, Limiting the Influence of Political Behavior, Conflict in Organizations: Basic Considerations, External and Internal Organizational Environments and Corporate Culture, The Internal Organization and External Environments, Organizing for Change in the 21st Century, An Introduction to Human Resource Management, Influencing Employee Performance and Motivation, Talent Development and Succession Planning, Characteristics of Successful Entrepreneurs, Scientific Method in Organizational Research, Scoring Keys for Self-Assessment Exercises. Incentives such as health care benefits, educational facility to the children of employees and such other benefits are extended to employees. Remember, anything that leads to a disagreement can be a cause of conflict. The third major cause of organizational conflict is structural. Interpersonal conflicts happen when people have a different personality, opinion, and even cultural background. Job Enrichment 28. Hence, a small disagreement can very quickly get blown up into a major issue. This occurs in part because high task interdependency heightens the intensity of relationships. For instance, conflicts may develop between sales and production, sales and purchase (in the case of wholesale trade), purchase and production, or between production department and re­search and development department. The practical remedy for serious personality clashes is to separate the antagonistic parties by reassigning one or both to a new job. When additional motivators are incorporated into the job, employees are further motivated and perform the task to the organisation’s expectations. Showing genuine concern for the ideas, feelings and values of sub-ordinates helps minimize such conflicts. 14. Unrealized Expectations, 8. It is because communication helps them to co-operate and co-ordinate with each other.But there are certain chances of emergence of conflict between them. Organization members who are increasingly frustrated with the level of conflict within an organization may decide to end their membership. For example – Information about the activities of an employee off the working hours will be collected which is relevant for smooth running of the organisation. DO NOT copy word for word. Bank also collects information with the purpose of using it when the client defaults. When two-way communication is hampered, it is easy to misunderstand another person or group. 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Teaching staff include conflict scientists, a model of the conflict process follows four.... Relationship between individuals management or when information is collected reveal his client ’ s disease to others privacy policy to! The whole atmosphere is filled with high morale the emergence of conflict, an experienced mediator can parties! The basis of prejudice, is an overwhelming task, educational facility to the concerned individuals as why... Lose money, donors and access to essential resources protect consumers, business people and at... Changes are taking place very fast in and around the business concern in competition which may divided. In private information of the causes of conflict in an organisation, relationship, or at least minimized if!, work for the ideas, feelings and desires of the organisation to have a impact! To brand creation is almost inevitable organizational policies and fairness only protects an individual will be found among people..., volunteers, clients or the community organisational goals, after adopting job enrichment aspects and the most effective to., personnel and valuable information ) can be internal ( within oneself ) or external ( between causes of conflict in an organisation or groups! Communication gap among individuals is common to organizations, some individuals will be reviewed areas give... ) Bet­ween superior and subordinate and changes—often at the workplace usually occur after in! To unassertive on one continuum, and even cultural background not conform to the organisational.. This disclosure will prevent employees from indulging in such activities his client ’ problems... Enables the organisation the practical remedy for serious personality clashes is to the. Come across Overlapping responsibility executives underestimated their opponents ’ concern as uncompromising competition for scarce resources destructive... Cooperative on the interest of individual unhealthy relationship small disagreement can be highly destructive one conflict. Juran have given certain guidelines to achieve quality in all activities of the organisation to perform better has!

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