Organizational Behavior & Management : Assignment

Running head: ORGANIZATIONAL BEHAVIOR & MANAGEMENT 1
MGNT 803 ORGANIZATIONAL BEHAVIOUR & MANAGEMENT
Name
University
Professor (Tutor)
Course
City/State
Date
Organizational Behavior & Management

ORGANIZATIONAL BEHAVIOR & MANAGEMENT 2
References
Kiitam, A., McLay, A. and Pilli, T. (2016). Managing conflict in organisational change.
International Journal of Agile Systems and Management, 9(2), p.114.
Mayer, C. and Louw, L. (2009). Organisational conflict: Reflections on managing conflict,
identities and values in a selected South African organisation. SA Journal of Human Resource
Management, 7(1).
UNDERSTANDING CONFLICT MANAGEMENT AND RESOLUTION IN SCOTTS
GARMENTS LTD. (2015). ELK Asia Pacific Journal of Human Resource Management and
Organisational Behaviour.
The author’s view point and the purpose of the first article
Conflict is a process which occur when one party perceives the other party has or is
negatively about to affect something that the first cares about.
In the first article, the author views conflict as good and necessary to a group to perform
its functions effectively. This is because conflicts energize debates, improve responsiveness,
increase cohesion, and re-examine assumptions among the members of the group.
The author addresses conflict, conflict management, conflict resolution, and highlights
ways of coming up with valid outcomes for the good of both parties. The article highlights,
conflict to be as a result of two or more parties differing in ideologies, incompatibility of goals,
different interpretation of some facts, and also disagreements of a behavioral expectations of an
organization. The author suggests that cooperativeness and assertiveness models should be used

ORGANIZATIONAL BEHAVIOR & MANAGEMENT 3
to address conflict resolution. The article clear outlines the avoidance applicable when the
problem is trivial, relationship conflict, and when time is needed to cool (UNDERSTANDING
CONFLICT MANAGEMENT AND RESOLUTION IN SCOTTS GARMENTS LTD, 2015).
Strengths and limitations
The journal is important and relevant because it address different types of conflicts,
different ways of solving conflicts, taking into considerations the interests of all parties involved.
The paper suggests negotiations, comprising, collaboration, and competing as measures to handle
a conflict. The article in contradiction, points conflict as hindrance to any groups’ effective
performance. The paper did not address comprehensive the destructive form of conflicts leaving
organization with little information on how to address the same (Mayer and Louw, 2009).
Value or contributions
The article stated, the human relations view (1940-1970) of conflicts as natural and
inevitable in day to day life. He gives massive information on constructive forms of conflicts.
The article greatly points out that people should focus on discussion and should respect
conflicting parties’ interests and facts (Kiitam, McLay and Pilli, 2016).
References
Stevahn, L. and King, J. (2005). Managing Conflict Constructively in Program Evaluation.
Evaluation, 11(4), pp.415-427.