Organizational Behavior and Conflict Management

The given assignment is focused on analyzing conflict situations within organizations, exploring their sources and components, and understanding various mitigation processes. It delves into the purposes and outcomes of conflict resolution, highlighting both positive and negative impacts on employee satisfaction levels, productivity rates, and turnover ratios.

Running head: ORGANIZATIONAL BEHAVIOUR AND CONFLICT MANAGEMENT
ORGANIZATIONAL BEHAVIOUR AND CONFLICT MANAGEMENT
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1ORGANIZATIONAL BEHAVIOUR AND CONFLICT MANAGEMENT
Table of Contents
Conflict situation in an organization................................................................................................2
Source and components of conflict..................................................................................................2
Conflict mitigation process and purpose.........................................................................................3
Conflict outcomes............................................................................................................................4
References........................................................................................................................................6

2ORGANIZATIONAL BEHAVIOUR AND CONFLICT MANAGEMENT
Conflict situation in an organization
A conflict situation arose in Nike in 2000 when the company started their business to
customer strategy and its policies. In this situation, a group of members were voting for the
vendor sale process. Nike had an option to sell their products through different vendors; on the
contradictory e-commerce initiative had been suggested by another section of people. Both the
processes are suitable for the company to enhance their business market and to reach a good
amount of people through the processes (Nike.com, 2018). However, the management chooses
the e-commerce section on the priority and start a new profitable way of business enhancement
through their official website: nike.com. This was a conflict scenario that was based on the
promotional and marketing strategy of a company to showcase some new product to their
customer and gain their attention towards that. Through the conflict situation, some of the
situation obstruction and workplace culture has evolved. This was entirely a professional conflict
case where every person had stated their view of the profitability of the organization.
Source and components of conflict
Lack of communication is the major source of conflict. In an organization, when
marketing or promotional strategies have to be delivered by any employee, a level of
communication is needed and through the communication understanding is also necessary. If
management does not understand the positive aspect of the marketing policy then it will not be
implemented. Another source of conflict situation is the disagreement of ethical aspect. The
diverse culture of the workplace is desired by any of the organizations (Bolman& Deal, 2017).
The process of ethical diversity was also started for that reason. Interpersonal conflicts between

3ORGANIZATIONAL BEHAVIOUR AND CONFLICT MANAGEMENT
employees happen due to that reason. There are some situations when groups have been formed
and that provides structural conflict as well. The social interaction and feelings get limited in
that case. People build a segregated zone and that is the reason conflict situations arise in
interpersonal level and intrapersonal level.
External influence might also be the reason behind conflict situation, where people who
are not from the organization get involved with the employees and tries to make some intentional
conflict between others. This is the reason some of the employees do not tolerate this kind of
miscommunication process (Robbins & Judge, 2012). Perception difference in thevalue system
and insufficient resources in organizations is another reason behind conflict situation. In case of
Nike, understanding is the main concern for which reason promotional or the marketing strategy
has been chosen by the management in an effective manner (Nike.com, 2018). On the contrary,
lack of open and honest communication is also harmful to the organization and that creates
conflict between employees and management. Aggression in any situation and difficult
interpersonal relation deliver a wrong message in the workplace and that gives rise to
organizational mistrust situation.
Conflict mitigation process and purpose
In case of conflict mitigation, multiple methods of conflict settlement are the most
productive and legitimate solution for the organization. The first process of mitigation is
avoidance. Avoiding people or avoiding a situation inside a conflict condition is the right way to
mitigate that. If teams or groups are performing as a whole, then it will be a process of
completing one goal, one mission. The collaborative mindset needs to be implemented by the
organization so that conflict situation does not occur and employees are working for the

4ORGANIZATIONAL BEHAVIOUR AND CONFLICT MANAGEMENT
organization enhancement (Spaho, 2013). Perfect employees’ delivers quality, productivity, and
organizational behavior, in each segment. Some of the employees avoid the conflict situation just
for securing the monetary enhancement in their salary, which will not get credited if they are
constantly involved in the conflict situation. Compromise the temporary balance in the situation
is another factor that can mitigate the problem situation in the organization. The last option that
can be impactful in this scenario is an adjustment (Moore, 2014). In certain situation, for
allowing better control over the situation, analyzing the condition and taking decision for the
right change is the most effective management decision to save the organization.
Ignoring the conflict situation, tolerating the conflict situation and confronting the
situation with potential knowledge and power on the situation is the effective manner of
maintaining productivity and resolving the conflict situation. The purpose of mitigating the
conflict situation is productive in terms of retention of employees. Employees are one of the
main resources of the company and if they are not willing to get involved with the company due
to conflict situations that might become a disaster for the company in maintaining their rate of
production. The collaborative action also gets devastated and positive competitiveness is missed
in that situation.
Conflict outcomes
Conflict is not a healthy process for the management as well as for the revenue
generation rates. There are some positive and negative impacts of aconflict situation. In case of
positive outcomes, increased participation and creativity has come in the light. Clarification
of individual view has changed through the process and even stronger bonding and the idea
generation have evolved through the process. On the contrary, negative impacts are also there

5ORGANIZATIONAL BEHAVIOUR AND CONFLICT MANAGEMENT
and these affect the productivity as well (Moore, 2014). Employee satisfaction level also
changes due to a conflict situation. Employees get dissatisfied with such conditions and they face
a moral breakdown. Feeling of defeat and increase in the turnover ratio is the most negative
impact of this conflict situation. Increase in turnover rate is not productive for the company
and organizations try to build a bonding with employees and management so that they will not
leave the organization (Spaho, 2013). If employees consider organization culture for better
teamwork then they might leave the organization and that is the reason organization always
needs a conflict-free environment where diverse culture and mindset will be present for the same
kind of work. The best way to mitigate this kind of violence in organizations is emotional
handling and monitoring over employee function which might be effective in case of mitigating
the conflict situation.

6ORGANIZATIONAL BEHAVIOUR AND CONFLICT MANAGEMENT
References
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Moore, C. W. (2014). The mediation process: Practical strategies for resolving conflict. John
Wiley & Sons.
Nike.com (2018) NIKE retrieved from: https://www.nike.com/us/en_us/ [Accessed on 9th March,
2018]
Robbins, S. P., & Judge, T. (2012). Essentials of organizational behavior.
Spaho, K. (2013). Organizational communication and conflict management. Management:
journal of contemporary management issues, 18(1), 103-118.