Organisational Behaviour and Management: Conflict Report

This report provides a comprehensive overview of conflict management in organizational settings. It begins with an introduction to conflict management, defining its importance and highlighting its role in fostering creativity within an organization. The report then delves into various conflict management styles, drawing on articles that discuss the impact of cultural factors and leadership styles on conflict resolution. It further examines the effects of conflict on organizations, including both positive and negative consequences such as task and relationship conflicts, and the role of project managers in conflict management. The report synthesizes key points from the literature, emphasizing the importance of effective communication, and then offers practical implications for managers, including the use of integrative styles to maintain communication and adjust to globalization. The report concludes by reflecting on the learning gained from the articles and lectures, reinforcing the significance of conflict management in achieving organizational goals.

MGMT803 Organisational Behaviour and Management
Report Title: CONFLICT MANAGEMENT IN ORGANIZATION
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1 Introduction
Conflict Management refers to process that helps in limiting negative aspects of the conflict. It
is indicative of increasing positive aspects in relation to a conflict. It refers to the ability of an
employee of being able to handle the conflicts in a fair and efficient manner. The report states that
the conflict management styles can pave the way for the success or the failure of an organization.
This report throws light on the conflict management styles in an organization and the methods that
can be made use of by an individual in resolving conflict.
2 Overview of Conflict Management in Organization
2.1 Conflict Management Style
The article, “Conflict Management Styles of Turkish Managers” talks about the fact that
conflict within an organization can be healthy and it can foster the creativity in an organization. It
states that the interaction of human beings coming from various cultures in an organization creates
tension within an organization. According to Özkalp, Sungur and Ayşe Özdemir (2009), the conflict
in an organization being managed in the proper manner can create the way for the personal along
with the organizational conflict. This article talks about the main characteristics pertaining to the
Turkish culture that includes high collectivism, uncertainty avoidance, conservatism along with the
power distance. The article states that the leader power helps in manifesting the feudal links that
have strong roots within the Turkish culture. The conflict within an organization can be managed in
various ways like withdrawing, problem solving and compromising. The organizations have to
adjust to the globalization and this causes frequent shifts in relation to their strategy. It is seen that
the conflict takes place at the time of implementation of strategy within an organization.
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The second article, “Organisational Conflict and Most preferred Conflict Management Styles”
states that the conflicts within an organization arise owing to the contradictory goals along with the
interests within an organization. The conflicts take place in an organization as the goals of the
various stakeholders are different in an organization. This article states that conflict can be stated to
be psychologically healthy. Conflict can be said to be psychologically healthy owing to the fact that
it acts as a vent for the frustration that an individual feels in an organization. It helps in enabling
feeling of the participation along with the joy in an organization. The article talks about the fact that
the conflict in an organization can be managed by taking recourse to compromise, integration along
with domination. The individuals can learn new ways of managing the conflicts that can help them
in coping with the conflicts arising in an organization.
2.2 Effects of conflict in organization
The article, “The Difference of Conflict Management Styles and Conflict Resolution in
Workplace” states that the conflict in an organization can pave the path for misrepresentation of the
words and the value of an individual. According to Huan and Yazdanifard (2012), there are two
kinds of conflict that arises in an organization: task conflict along with the relationship conflict. The
task conflict lays focus on resolving the problems that is caused on account of differences in the
viewpoints along with the ideas. The conflicts taking place in an organization can improve the
aspect of decision making. The negative personality traits in a company triggers the conflict in an
organization. The surgeons have the personality traits like perfectionism along with compulsiveness
that makes it difficult for them to admit the skills of the other people. The conflicts can also arise in
the preoperative phase in the event of surgeons disagreeing with the opinions of the other people.
There are direct along with the indirect consequences in relation to the unresolved conflict in an
organization. The indirect effects in relation to conflict are the negative publicity along with the
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media coverage. The unresolved conflict can act as a barrier in relation to communication in
between the members of a team. The affective commitment is indicative of positive emotional
attachment of employees to that of the organization. This article states that there exists relationship
in between the supervisory conflict and the absenteeism within an organization. The integrative
conflict strategy can prove to be useful in an organization and it helps the leaders in focussing on
desires of the group instead of on his own personal interest. The supervisors making use of the
integrative conflict strategy can help in relieving the anxiety that the employees feel in an
organization. The integrative conflict strategy helps in increasing the social responsibility of the
leaders. It can create the way for the collective interest instead of that of the self-interest.
2.3 Role of project manager in conflict management
The article, “What is Project Success” talks about the fact that the people management drives
can help in paving the path for the success of a project. According to Prabhakar (2008), a project
manager should have the flexibility along with the adaptability that can help in ensuring the
success of a project. It states that schedule along with the budget performance can prove to be
inadequate in measuring the success of a project. This article talks about the fact that quality within
an organization can be said to be intertwined with that of the issues in relation to the technical
performance. The article talks about the fact that the leadership style along with the competence of
the manager can play an important role in resolving conflict in an organization. It has a direct
effect on the performance of the employees in an organization. The changing environment of the
present age has made role of that of project manager difficult in present age. There are various
projects that were thought to be a failure internally by the organization but they were later said to
be successful by the customers. The article talks about the fact that relationship conflict lowers
productivity along with motivation among the members of a team. The article talks about the fact
that the conflicts in an organization takes place owing to the role expectations in an organization.
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This article talks about the fact that leadership style can act as an important component that can
reduce the conflict taking place within the framework of an organization. The article discusses that
project manager can help in ensuring the success of a project and it can help in the area of conflict
management in an organization.
2.4 Summary of key points from literature
The first article, “Conflict management styles of Turkish managers” talks about the various
dimensions of the conflict that includes the affective along with the substantive conflict. The
affective conflict arises in the event of inconsistency in relation to the interpersonal relationships.
It talks about the conflict management style of integrating, obliging, dominating, avoiding along
with compromising. On the other hand, the second article, “Organisational Conflict and Most
Preferred Conflict Management” discusses about the models in relation to conflict management
that can prove to be crucial for an individual in an organization. It talks about the distributive and
the integrative approach pertaining to conflict management within the framework of an
organization. The first and the second article makes use of the quantitative research method that
helps in eliciting important information about the aspect of the conflict management in an
organization. The third article, ““The Difference of Conflict Management Styles and Conflict
Resolution in Workplace” puts emphasis on the effects pertaining to the unresolved conflict in an
organization. The article illustrates how the conflict can have an effect on the aspect of
commitment along with the absenteeism in an organization. It vividly states how the people can
deal with the aspect of the conflict in an organization. It talks about various kinds of styles that can
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help a person in dealing with the conflict. The third article discusses about the advantages and the
disadvantages of the various styles of the conflicts that can arise in an organization. It talks about
the eight stages that can help the leader in solving the conflict in an organization. The fourth
article, “What is Project Success” talks about the importance of the project manager who can play
an important role in reducing the conflicts taking place in an organization. The article discusses
that effective communication can help in ensuring success in relation to a project in an
organization. It talks about the fact that the support of the management can help in bringing down
the conflict in an organization.
3 Practical implications for managers
The managers should be proficient in the art of the conflict management that can help in the
development of an organization. The managers knowing the conflict management style can help in
eliminating the conflict within the framework of an organization. It can help the manager in dealing
with the complex problems that can arise in an organization. The integrative style can help the
managers in maintaining proper communication in between the managers and the employees in an
organization. It can help an organization in adjusting themselves to the changing forces of the
globalization. It can help the managers in a company in devising the strategy that can help an
organization in surviving in the competitive environment. It can help the managers in the creation of
an informal environment with that of the employees in an organization. The managers being
proficient in conflict management can improve the relationships in between the employees of an
organization. The managers knowing about the conflict management styles can help the employees
in becoming more involved in the activities of an organization. It can increase the engagement of the
workers that can increase the profits that are made by an organization. It can help the managers in
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the aspect of conflict resolution that can help the employees in delivering effective performance in
an organization.
4 Reflection on learning about this topic from articles and lectures
I was able to learn from the articles that communication can act as a crucial component that
can help in reducing the conflict situations within an organization. I learnt that the collectivist
culture makes use of the compromising techniques whereas the individualist culture uses the
dominating styles of the conflict management. I gained the knowledge from the articles that the
collaborating style can help in providing satisfaction to all the parties who are involved in making a
decision. I have understood that developing the ground rules can help the employees in becoming
more committed to the organization. I learnt that the internal capability of being able to mediate the
conflicts can help the management in winning the favour of the employees of an organization. I
learnt that managers being able to satisfy needs of the parties can help in building a relationship on
the basis of the trust along with the respect.
5 Conclusion
Conflict management is indicative of process that plays a role in minimizing the conflicts
taking place in an organization. It can play an important role in increasing positive aspects
pertaining to conflict. Conflict management is indicative of ability of managers of being able to deal
with the conflict in a fair manner. Conflict can pave the path for creativity in an organization. The
people come from various kinds of backgrounds in an organization and this becomes instrumental in
giving rise to stress in an organization. The conflict in an organization can help the employees in
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releasing their frustration that can help in growth of an organization. Project manager having
flexibility can help a project in being successful.
Reference
Huan, L.J. and Yazdanifard, R., 2012. The difference of conflict management styles and conflict
resolution in workplace. Business & Entrepreneurship Journal, 1(1), pp.141-155.
Özkalp, E., Sungur, Z. and Ayşe Özdemir, A., 2009. Conflict management styles of Turkish
managers. Journal of European Industrial Training, 33(5), pp.419-438.
Prabhakar, G.P., 2008. What is project success: a literature review. International Journal of
Business and Management, 3(9), pp.3-10.
Reading Material
ORGANISATIONAL CONFLICT AND MOST PREFERRED CONFLICT MANAGEMENT
STYLES
(A RESEARCH STUDY CONDUCTED AT NTPC, PATNA)
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