Organizational Communication: Conflict and Resolution Report

This report delves into the realm of organizational communication, specifically focusing on conflict resolution within a workplace setting. It begins by defining organizational communication and highlighting its importance in achieving both individual and organizational goals. The report then identifies the causes of conflict, such as personal differences and organizational structures, and explores various conflict management strategies including negotiation, superior goal strategy, and third-party intervention. Furthermore, the report examines communication theories, including classical, human resources, cultural, human relations, and systems approaches, to provide a comprehensive understanding of how organizations function and address conflict. The conclusion emphasizes the significance of proactive conflict resolution at all levels of an organization. The report aims to provide a useful solution for conflict management.

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Fundamentals Of Organization Communication
Institution
Student
Course
Date

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Organizational communication is the sending and receiving of messages between interrelated
individuals in a specific setting or environment to either achieve personal or individual goals.
The messages can be transmitted through written, face to face or mediated ways. Organizational
communication enables us to adapt changes through organizational and individual creativity,
develop relationships, perform tasks relating to particular roles and responsibilities, complete
tasks by ensuring maintenance of regulations, policies and procedures in charge of continuous
operations and lastly to plan, control and coordinate the business by ensuring proper
management. Communication is essential to conduct business in a proper way (Mumby ,2012).
There are two categories of communication which are the external and internal or organizational
communicatin.In addition, its normal to have organizational communication with conflicts. This
is due to varied opinions amongst different people.
Body: Summary of a major communication situation in need of resolution and related
organization.
The related organization in this case is my current place of employment. There are
several factors that prevent employees from open and direct communication. This leads to high
risks of conflicting situations. If managers communicate on time, these conflicts can be avoided
or their effects reduced. Conflicts can be defined as the process of social situation or social
interaction where activities and interests of participants confront achievement of organizations
goal (Mumby, 2012). There can be vertical conflicts, horizontal conflicts, role conflicts and line
staff conflicts. There two causes of conflicts in an organization; the personal ones arising from
interaction of people with different personal characters and secondly organizational causes as a
result of characteristics of systems of the organization. Resolution of conflicts involves solving
conflicts instead of limiting their duration. This can be achieved through the following strategies:
Strategy negotiation, superior goal strategy and intervention of third party strategy. Finally, the
most essential way of selecting a conflict management style is through the objectives nature that
is through getting a useful solution for all (May, 2013).

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A summary of communication theories related to the problem of conflicts in an
organization
These theories show how organizations work and try to solve conflict problems as they achieve
their objectives. There are five theoretical approaches, which include –Classical, human
resources, cultural, human relations and system approaches (May, 2013). The five approaches
show how organizational communication has changed and various ways of handling the changes
in order to resolve related conflicts.
Conclusion.
The summary analyzes conflicts as an organizational communication issue .It also focuses on
styles and strategies to conflict management. It’s not good to leave solving of conflicts to the top
management since it is an indicator that lower level managers and employees in general are not
able to solve conflicts.
Bibliography
May, S. (2013). Case Studies in Organizational Communication : Ethical Perspectives and
Practices. Thousand Oaks, Calif: SAGE Publications, Inc
Mumby, D. K. (2012). Reframing Difference in Organizational Communication Studies : Research,
Pedagogy, and Practice. Thousand Oaks: SAGE Publications, Inc

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