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Conflict Management Analysis
Introduction
Conflicts arise in organizational life, and often result from a clash in perspectives, approaches, assumptions, goals, and even biases among individuals and groups. Effective conflict management is important to prevent conflicts from affecting production and performance. This analysis synthesizes insights on conflict management in order to discuss the nature and sources of conflict, the importance of managing conflict, best practices, and recommendations for a company-wide initiative.
The Nature and Sources of Conflict
Organizational conflict often stems from differences in occupational positions, work environments, and the cognitive and emotional orientations individuals bring to decision-making. For instance, salespeople, driven by quarterly revenue quotas and shifting customer preferences, may have a different perspective than plant managers who prioritize production schedules and cost considerations (Thomas & Inkson, 2009) Such differences, termed "differentiation" by Lawrence and Lorscha (1967), can lead to contrasting views and approaches, necessitating effective conflict management or "integration" mechanisms (Crimson Group, 2013).
The Importance of Managing Conflict
Unresolved or poorly managed conflict can hinder timely decision-making and impede organizational effectiveness. However, when managed properly, conflict can be a source of strength, leading to innovative solutions and improved performance. For example, the tension between line managers and controllers during budget formulation can result in a budget that supports the organization's strategy and motivates managers to achieve set goals (Crimson Group, 2013).
Best Practices in Conflict Management
Recognize the Source
It is important to differentiate between interpersonal and organizational conflict. Interpersonal conflict arises from individual differences, personal animosities, and power dynamics. It is often emotional and can be influenced by personal histories and peoples own personalities. On the other hand, organizational conflict is more systemic, and tends to stem from structural issues. It can also arise out of environmental factors, or even the very design of the organization itself. In other words, it can be built-in to the environment without anyone realizing it. However, recognizing the source of the conflict is the first step in addressing it effectively (Crimson Group, 2013).
Adopt Appropriate Conflict Management Mechanisms
The mechanism chosen to manage conflict should be tailored to the specific type and level of conflict. For example, if the conflict is a minor one, fixing simple information flows can be used to address misunderstandings or lack of knowledge. However, more complex conflicts might require the formation of permanent cross-disciplinary teams. Such teams can bring together all the different perspectives to address and resolve the root causes of conflicts. To...…open communication and mutual respect are found. This in turn promotes trust among team members. On top of this, a structured approach to conflict management helps so that decisions are no longer based on individual biases. Instead, they are made based on collective insights, leading to more informed and effective decision-making processes (Hasson, 2006). The ripple effect of this can be seen in performance outcomes, such as improved product quality or increased customer satisfaction.
However, conflict management is just the first step. The real impact comes from how it is implemented across the organization. This is where the advantages of a well-defined policy and implementation plan come into play (Hasson, 2006). A clear conflict management policy provides direction and guides employees on the best approach to resolving disagreements. It removes ambiguity and brings about consistency in handling conflicts across different teams and departments. A structured approach allows for periodic reviews, so that the conflict management processes evolve with the changing needs of the organization.
Conclusion
Conflict should be managed effectively. Then it can be a catalyst for growth, teamwork, innovation, and improved performance. Conflicts sources should be understood, and when they are best practices in conflict management can be implemented. This way healthcare organizations can…
References
Behfar, K., & Goldberg, R. (2015). Conflict Management in Teams. Darden Business Publishing.
Crimson Group. (2013). Note on conflict management. HBP.
DiPaola, M. F. (2003). Conflict and change: Daily challenges for school leaders. Effective educational leadership, 143-158.
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