Evaluating Workplace Conflicts and Conflict Management Strategies

The assignment delves into the dynamics of workplace conflicts by analyzing their root causes—competition, lack of cooperation, avoidance, and diverse workforces—and how these factors influence organizational effectiveness. It evaluates the impact on worker satisfaction, customer services, staff productivity, and overall business performance. Additionally, it assesses various conflict management approaches such as accommodating, avoiding, compromising, competing, and collaboration to determine their effectiveness in mitigating conflicts and enhancing organizational outcomes.

Effect of conflict management on
organisation effectiveness

Table of Contents
RESEARCH TITLssE.....................................................................................................................1
RESEARCH QUESTIONS.............................................................................................................1
AIM AND OBJECTIVES................................................................................................................1
LITERATURE REVIEW................................................................................................................1
REFERENCES................................................................................................................................6

RESEARCH TITLE
“To investigate the impact of conflict management on organizational Effectiveness in the
hospitality industry: A case study of Mantra Group”
RESEARCH QUESTIONS
Following are the research question for effectively performing the process:
 What are the possible reasons for conflict that often take place in the Mantra Group?
 What are the methods of conflict management that can be used by the hotel managers?
 How conflict management influence Mantra Group’s functioning and effectiveness?
AIM AND OBJECTIVES
Aim: “To analyse the impact of conflict management on organizational effectiveness, A case
study of Mantra Group
Objectives:
 To explore the conceptual knowledge of conflict management in the hospitality sector
 To identify possible reasons for conflict and methods used by Mantra Group to overcome
workplace conflicts
 To analyse the impact of the conflict management on organizational effectiveness in
Mantra Group
 To suggest the best solutions to combat issues of workplace conflicts at Mantra Group
Conceptual Framework
Impact on Solutions
LITERATURE REVIEW
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Reasons of workplace
conflicts
Competition
Lack of cooperation &
coordination
Avoidance
Diverse workforce
Organizational
effectiveness
Workers satisfaction
Customer services
Staff productivity
Business performance
Conflict management
approaches
Accommodating
Avoiding
Compromising
Competing
Collaboration

According to Leon-Perez, Notelaers and Leon-Rubio, (2016), quality of the process can
be maintained, if the employees are having communication with each other. It helps in handling
various issues and challenges and supports growth of the company. In case due to some issues if
the employees are having conflicts with each other it makes direct impact on the productivity of
the company and reduces their profitability. In order to maintain balance within the employees,
firm should organise various activities. It helps in increasing coordination with each other.
However Wong, Wei and Tjosvold, (2014), is not completely agree that training and learning can
reduce conflicts. In order to stop this HR, manager and leader of the company must implement
effective directions and maintain work environment of work place. Along with this if any
employees are facing any issues or problems related to each other, the authority of the firm
should take necessary steps.
As per the view of DeChurch, Mesmer-Magnus and Doty, (2013), social and
psychological approach of an individual is the major reason of such kinds of issues into the
organisation. In order to resolve conflicts among work force behavior of the employees should
be restricted. For this certain set of instructions related to the organisational disciplines should be
implemented. On the contradictory of the above view point Doucey, M. (2017) says that
behavioral issues of an individual cannot be controlled through the set of instruction. In order to
generate effective results proper strategies should be implemented. It helps in generating
effective results. Some of them are workshops, problem solving activities and so on. It creates
huge impact of the prospective of employees for each other and helps in reducing the conflicts.
Ito, E. and at. al., (2015) stated that there are various conflicts management approaches
are available through which organisations are able to resolve conflicts among employees and
maintain effective work place environment. Some of the approaches are like accommodating,
avoiding, compromising, competing and collaborating. The accommodating strategy helps by
tracking the development of the employees. On the basis of that specific type of facilities should
be provided. The organisation should never avoid or ignore the conflicts, first give them change
to resolve it at their level.
After some point firm should interrupt. However Oliver, M. R. (2015) they are not
satisfied with the above strategies. Providing same accommodation can affects the performance
of employees. The will not be influenced in order to produce effective work, that creates huge
impact on the productivity. Similarly, avoiding problems and issues may results into some
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serious conflicts. It can also create huge impact on the reputation of the company. Therefore, in
order to maintain effectiveness at work place company should collaborate employees on the
basis of their efficiency and creativity. It helps in coordinating work and generating effective
results. On contradicting the above points Ito, E. and at. al., (2015) collaborating of the creative
and talented employees into the same team can affects the performance of the other employees.
All the workers are provided with specific talent. They are not able to handle various kind of
work. It affects their self confidence and creates adverse impact on the growth of the company.
In order to resolve conflict among workers of an organisation, compromising one of the
most effective strategies. Through this steps issues of both the sides are analysed and on the basis
of that appropriate solution is identified. It helps in satisfying both the employees and helps in
resolving the issues. Therefore, there are five conflicts management approaches are available,
there are various issues and challenges associated with them.
According to Rovira-Asenjo, N. and et. al., (2013) conflicts among employees creates
huge impact on various parts of the company such as employees performance, productivity,
growth and so on. If employees are not agree with each other they are not able to work together.
It creates huge impact on the performance of the company. It affects the decision making activity
of the company, due to which they are not able to maximise their profitability and expand their
business. It also affects various other factors of the company such as work place environment of
the company get affects. Nicolson, P. (2015) is convened with the above mentioned view points.
It makes direct and indirect impact on the company, such as productivity and
performance of the company get affected. Along with this it affects the reputation of the
company. As per the view of Levi, D. (2015) is affects the quality of decision making as
employees are not taking part in such activities. The organisation is not able to effectively utilize
the energy if their employees into some productive work. The major factors of creating such
issues are identified as ineffective communication channels. As the employees are not able to
express issues and problem, due to which job satisfaction get reduced. Benavides-Velasco, C. A.,
Quintana-García, C., & Guzmán-Parra, V. F. (2013) is satisfied with the above mentioned
descriptions.
Conflicts reduces to interaction of employees with each other, due to this they are not
able to share their through ts, emotions and prospective. This makes huge impact on the
satisfaction level of each individual. Another major issues impact is performance of the workers.
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As the staff of the firm are not interacting with each other, they are not discussing issues and
problems with each other. Therefore, they are not able to find appropriate solution of the
problems. It creates direct impact on the performance of workforce and indirectly influences the
growth of company in negative direction.
From the above report various factors are identified that are leading conflicts among
employees, such as culture diversity, variety of opinions and viewpoints, ineffective
communication skills and unavailability of sufficient resources at the workplace. On the basis of
above report various recommendations are identified that helps the company in resolving
conflicts into the organisation and maintain productivity. Also supports effective and peaceful
environment of the work place. According to Duffield, M. (2014) improved communication
skills plays significant role in maintaining conflicts into the company. With the help of this
approach employees are able to express their views in more appropriate way, due to which it
helps in influencing others. Implementation of matrix organisational structure supports the
authorities in identifying the issues and problems among employees at the initial level.
It assist them in taking effective steps in beginning due to which the work place
environment does not get effected. On the contradictory of the above view point Benavides-
Velasco, C. A., Quintana-García, C., & Guzmán-Parra, V. F. (2013) taking feedback from the
employees helps in identifying the problems related to the company. Through this step they are
able to make necessary transformation into the existing processing and resolve various difficulty.
It enables firm in supplying effective and proper resources to their employees and along with this
various activities and programs should be organised into helps in providing platforms to the
employees through which they are able to reduce their cultural gap and understand each other.
Conflicts management is considered as an essential step for maintaining balance among
employees. Through this step the organisations are able to maintain principle, relationship and
priorities according to their requirements.
As per the view of Duffield, M. (2014) business firms away implement strategies and
plans by considering the thoughts and ideas, it helps in encouraging and motivating them. During
this process staff discuss issues and problems with each other to find effective solution, it helps
in reducing the communication gap among the workers.
In order to implement conflicts management effectively into the organisation, research
plan is considered as one of the significant step. It provides guidance to the user through which
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they are able to able to implement appropriated methodologies and generate productive results.
In order to resolve apply effective conflict management into the company, following steps
supports productive results:
 Identifying issues
 Analyse factors
 Apply solutions
 Determine effectiveness
through the above steps, organisations are able to maintain effectiveness of conflict management
system. In this process first step is gathering information, through this they are able to identify
issues that are influencing the management of the firm and increasing conflicts. On the basis of
problems, proper research work is considered by the company, with the help of this step they are
able to analyse various factors that are influencing these issues. Through this activity all the
loopholes of the company are identified, on the basis of that strategies and methodologies are
applied by the company which helps in overcoming all those issues. At the end of the process
various data and information are gathered through which effectiveness and productivity of the
process is analysed (Duffield, M. (2014)). With the help of all the above mentioned stages
company is able to implement productive management approach into the company. It plays
significant role in strengthening the existing conflicts management structure of the company.
Methods analyses is the process through which company is company is gathering
information related to the methodologies that are being considered into the process. This process
is distributed into the steps. Through which effectiveness of the process is maintained. The
method of gathering information is distributed into two types such as primary and secondary. In
primary approach, the investigation is followed by the questions and interviews. All the
questions are asked to the group of peoples belonging to the same backgrounds. It helps in
generating effective results. Another approach is secondary data in this step of the informations
are gathered from books and journals. On the basis of these informations analysis of research
takes places. As the problems are related to the conflicts management therefore, qualitative
approach is implemented. It helps in determining the effectiveness of the process.
RESEARCH METHODOLOGY
The research study will follow applying interpretivism philosophy wherein qualitative
information regarding the reason of workplace conflicts and methods to solve such issues will be
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investigated & analyzed in detail. As the study is based on research questions, henceforth,
inductive approach will be applied in the current qualitative investigation. Lastly, researcher will
gather dataset about the chosen case study, Mantra Group to examine the impact of conflict
management on organizational effectively will be gathered through secondary sources i.e. article
sources, online material, company’s annual report, published reports and others. However, for
analysis, thematic test will be used so as to discover hidden pattern in the collected dataset. In
this, multiple of theme based upon the research findings will be designed for the thorough &
detailed investigation and thereby suggesting some commendable recommendations to resolve
the workplace conflict issues.
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REFERENCES
Books and Journals
Benavides-Velasco, C. A., Quintana-García, C., & Guzmán-Parra, V. F. (2013). Trends in family
business research. Small business economics.40(1). 41-57.
DeChurch, L. A., Mesmer-Magnus, J. R. and Doty, D., 2013. Moving beyond relationship and
task conflict: Toward a process-state perspective.
Doucey, M. (2017). Understanding the root causes of conflicts: why it matters for international
crisis management. The Journal.25(1).
Duffield, M. (2014). Global governance and the new wars: The merging of development and
security. Zed Books Ltd.
Ito, E. and at. al., (2015). Memory block: a consequence of conflict resolution. Journal of
Experimental Biology. 218(11). 1699-1704.
Leon-Perez, J. M., Notelaers, G., & Leon-Rubio, J. M. (2016). Assessing the effectiveness of
conflict management training in a health sector organization: evidence from subjective
and objective indicators. European Journal of Work and Organizational
Psychology.25(1) 1-12.
Levi, D. (2015). Group dynamics for teams. Sage Publications.
Nicolson, P. (2015). Gender, power and organization: a psychological perspective on life at
work. Routledge.
Oliver, M. R. (2015). U.S. Patent No. 9,197,841. Washington, DC: U.S. Patent and Trademark
Office.
Rovira-Asenjo, N. and et. al., (2013). Predicting future conflict between team-members with
parameter-free models of social networks. Scientific reports.3.
Wong, A., Wei, L., & Tjosvold, D. (2014). Business and regulators partnerships: Government
transformational leadership for constructive conflict management. Asia Pacific Journal
of Management.31(2). 497-522.
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