Beneficial Conflict

Beneficial Conflict Over the last several years, conflict management strategies have been increasingly brought to the forefront. This is because a number of organizations are using them to reach out to different employees. To fully understand the benefits and drawbacks requires carefully studying the article titled Fight for What's Right: Ten Tips to Encourage Meaningful Conflict. Together, these elements will highlight the advantages and potential challenges of using conflict management strategies.

(Collins, 2008) (Heathfield, 2012) The Positive Results from Organizational Conflict The positive results from organizational conflict include: improved collaboration, greater communication and identifying the best techniques. The combination of these factors is important, as they help an entity to become more flexible. When this happens, there is a change in the mindset of the organization and the practices that are utilized by everyone. (Collins, 2008) (Heathfield, 2012) Improved collaboration will occur because of conflict. This is from everyone talking about different ideas (no matter what they may be).

During this process, is the point that specific insights are provided which help an organization to effectively achieve its different goals. For example, when working on any assignment the interaction between managers and employees is inevitable. This can lead to improved collaboration because everyone is looking for the best ideas (out of their own self-interests). In the future, this allows the firm to locate and use these strategies as a part of their own approach. (Collins, 2008) (Heathfield, 2012) Greater communication will occur through having everyone working together.

When there is conflict, this will lead to heated discussions about the approach. This can help everyone to reexamine their views in order to find the most effective strategy to move forward. Once this takes place, is the point that communication will improve because of the conflict. Evidence of this can be seen with the development of new technology. In many cases, a number of firms will use this conflict to identify the best features and enhance teamwork. This leads to greater amounts of innovation and communication.

(Collins, 2008) (Heathfield, 2012) Like what was stated previously, the combination of these factors will help an organization to identify the best practices. This is because the conflict was healthy in ensuing that different viewpoints were taken into account during the process. For example, the conflict between developers in the design department of a firm can allow it to create a product that is using the best features. This helps to give them an edge in the marketplace by creating merchandise that is competitive and offers superior quality.

(Collins, 2008) (Heathfield, 2012) The Negative Results from Organizational Conflict The negative results from conflict organization include: divisiveness, a lack of coordination and continuous amounts of infighting. These areas are significant in understanding the potential challenges that conflict possess to an entity. Those who comprehend these weaknesses can prevent them from adversely impacting their organization. (Collins, 2008) (Heathfield, 2012) Divisiveness will occur when the managers and employees refuse to work together because of the continuing conflict. This is troubling as it means that an organization could miss key opportunities.

For example, during the process of introducing new ideas persistent arguments will lead to many employees only telling executives what they want to hear. In the future, this will hurt their ability to understand and address the needs of cliental. (Collins, 2008) (Heathfield, 2012) A lack of coordination is when everyone will do their own thing because of the conflict. This is problematic, as it could hurt an organizations ability to innovate and increase productivity. Evidence of this can be seen with employees who will do just enough to get by.

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