Managing Conflict in IT Leadership

This assignment explores the challenges of managing conflict within IT organizations. It delves into various sources of conflict, including personality clashes, differing priorities, and technological advancements. The document outlines practical leadership strategies for resolving conflicts constructively, emphasizing communication, collaboration, and understanding diverse perspectives. It also highlights the importance of building healthy relationships and fostering a positive work environment to prevent future conflicts.

Running Head: Leadership in IT Management
Sources of Conflict in Leadership IT Management

Sources of Conflict
Leadership can lead you anywhere
Leadership can be defined as the action which is being performed by the person who leads a
group or the group of people in an organisation. The leadership forms the quality of being a
leader on the individual basis i.e. a person leads and guide the employees of an organisation
or on individual basis or to an entire organisation. Leadership requires set of practical skills
and knowledge which will lead towards whole organisation and sometimes it becomes critical
to understand the situations being faced in an organisation and because of this the conflicts
arises. And to avoid the conflicts being raised in an organisation a leader make an appropriate
and the sound decision and inspire the employees working in a teams or in organisation to
perform well (Bolman & Deal, 2017).
The conflicts arises in leadership or leading to an organisation when the conflicts arose in
various controversies which is yet being a most common thing in an organisation. The word
conflict is the most common among the people whether if we talk about the organisation or in
any other field (Certo, 2015). As long as we talked about the people there is some other
conflicts being placed as the potential or regarding to meet the potential targets. In the
company it is important to be mature and grown enough. Sometimes conflicts make the
relationship better between two people when dealing with the conflicts being arisen. It is very
essential and leaderships play a vital role in an organisation to turn the conflict into a healthy
manner (Ellis & Bach 2015).
Research made on the conflicts being arise in an organisation on the daily basis are based on
the social interaction, status and power of the employee, beliefs among the team members
etc. The following aspects raise the conflicts, having the broad ideas of conflict, because
these causes sometimes lack in the key components such as minimal communication and
relationship aspects. There is no proper definition of the conflicts as the conflicts arisen keep
on changing they are not fixed in the organisation. The conflict arises in the leadership can be
emotional state, or it can be any kind of relationship, misperceptions during leadership,
miscommunication among teams, etc. (Goetsch & Davis, 2014).
The leadership conflicts being raised in an organisation and is examined on the basis of 3
types i.e.
1. Relationship conflicts in an organisation- The conflict arises and based on the
relationship between the people, individual nature, egoistic problem etc. This conflict
is generally being faced in an organisation by the managers and the leaders who try to
sometimes to avoid such situations. This conflict generally known as affective or
motional conflict.
2. Leadership Task – this task is also known as intellectual conflict. It generally happens
when the plans main but are not implemented according to the given resources or to
the given ideas. In this process the research made and the conclusion was found that
this conflict arise when the opinions and the views doesn’t match, team getting
diverse, trust problems, etc. (Jin et al., 2014).

Sources of Conflict
3. Leadership Process- It is not much examined in an organisation. Because for this
leader is there to bear the conflicts being faced in that process. The conflict generally
arises when the task is made but the handling to the process is not been implemented.
This conflict arises on lacking to the personal nature.
Managing the conflicts been raised in an Organisation
There are various pros and cons been raised during the leadership process and
according to the research it generally creates a kiosk between leaders and the
executives in an organisation. It is essential in every business organisations to
understand the basic morals of the company, it is necessary for all the individuals
working should lead to the good performance (Jones et al., 2015). Sometimes leaders
learn from the conflicts as for the disagreements arise can give the very great ideas
and the fresh start up so as to start working on the new policies. It is essential to
realise why the conflict arise by doing the research and determining in which field the
problem was arising like the unhealthy relationships being raised and it is essential to
ignore this by simply building the healthy one at the early age. It is essential for the
leader to spend time with the teams and the individual ones to build a strong bond and
have a healthy communication by giving the best solution, educating the personality
traits, developing the trust among the team members etc. (Kessler et al, 2013). The
leader should go through an organisational factors and see where the conflicts taking
place whether it is lack of sensitivity or to the gender or age factors or the an
individual who is highly qualified according to the other members in a team. A
Leader should follow his formal authorities so as to satisfy all the concerns of the
company. Collaboration plays an important role because it is necessary to be accepted
in every company to establish the positive relationship with the other party to work on
the same issues so as the quick outcome would be made.
Conclusion on Resolving of Conflicts Successfully
In today’s era every organisation should have a great leader to deal with all the
conflicts and the issues been arises in the company. Therefore, conflicts generally
state that, it has the source of negativity in an organisation. It has become a very
important part to resolve the conflict successfully which boon the organisation to meet
the targets, it generally helps to resolve the problems been arise and to prevent the
variances from occurring in the future. The prominent leader should resolve the
solutions to play an important role in conflicting resolution. Sometimes it’s not easy
to resolve the conflict and because sometimes the conflicts can take place for a long
term. It is essential that the executives should see to the issues arise and they should
resolve and built the healthy relationship between the employees and the Leaders
(Moore, 2014).

Sources of Conflict
References
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and
leadership. John Wiley & Sons.
Certo, S. (2015). Supervision: Concepts and skill-building. McGraw-Hill Higher
Education.
Ellis, P., & Bach, S. (2015). Leadership, management and team working in nursing.
Learning Matters.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational
excellence. Upper Saddle River, NJ: pearson.
Jin, Y., Liu, B. F., & Austin, L. L. (2014). Examining the role of social media in
effective crisis management: The effects of crisis origin, information form,
and source on publics’ crisis responses. Communication research, 41(1), 74-
94.
Jones, G., & George, J. (2015). Contemporary management. McGraw-Hill Higher
Education.
Kessler, S. R., Bruursema, K., Rodopman, B., & Spector, P. E. (2013). Leadership,
interpersonal conflict, and counterproductive work behavior: An examination
of the stressor–strain process. Negotiation and Conflict Management
Research, 6(3), 180-190.
Moore, C. W. (2014). The mediation process: Practical strategies for resolving
conflict. John Wiley & Sons.