University Business Communication Essay: Workplace Conflict Analysis

This essay delves into the pervasive issue of workplace conflicts, arguing that most conflicts are dysfunctional and stem from mismanagement. It explores various causes, including poor management practices like bias, inadequate training, and ineffective communication in diverse environments. The essay highlights the negative impacts of these conflicts on employee morale, productivity, and organizational growth. It emphasizes the importance of proactive measures, such as establishing clear communication channels, ethical frameworks, and policies that cater to employee needs. The author suggests that organizations can mitigate conflicts by prioritizing employee relations, fostering a healthy work environment, and aligning business changes with employee interests. The essay concludes by stressing the role of effective management in resolving conflicts and promoting a shared vision for organizational success. The essay also references several scholarly articles to support its arguments and findings.

Running head: BUSINESS COMMUNICATION
BUSINESS COMMUNICATION
Name of the Student
Name of the University
Author Note

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Organizations in recent times have been expanding continuously because of the
increase in competition in the market that has led organizations to recruit more employees
and build teams in order to work efficiently in a stipulated time and achieve the desired goals
of an organization. Teamwork is an essential and important element in the workplace
however it has been seen that conflicts often arise within teams that impact organization
negatively. This paper is going to argue and shed a light on the fact that most conflicts that
arise in organizations are dysfunctional and can be resolved if managed effectively and
efficiently.
Conflicts in the workplace are considered to be inevitable and can possess a serious
threat to the organization if specific measures are not taken on time. Most organizations face
issues due to the rise in conflict among the employees and there have been various reasons
that are cited to have aggravated this issue in the workplace. One of the most common
reasons is the poor management of the organizations. There are several parts of poor
workplace management that gives birth to the conflicts in the workplace like biasness or
unfair treatment, harassment, changes in the organization, unclear jobs, inadequate training,
diversity and many more. Biasness in the workplace paves for inequality that creates an
unhealthy working environment. Foma (2014) states that unhealthy working environment
often leads to conflicts in the workplace. Unhealthy working environment often creates stress
for the employees which also pave way for employee turnover. Globalization has paved way
for diversity in the workplace however; the inefficiency in managing a diverse workplace
often results in miscommunication, avoiding interaction that also has negative impacts on the
workplace (Moreland and Levine 2014, p. 85). According to scholars, diversity issues have
become a common problem in organizations especially in the global companies where
communication is a key (Saxena 2014, p. 77). Inefficient communication makes it difficult to

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set clear jobs, build positive relationships that often give rise to conflicts and poor
productivity in the workplace.
Training is an important part in business in these days that has helped in making an
employee get adapted to the workplace. However, lack of proper training is an aspect that
causes conflict in the workplace because when employees are unable to jobs properly or align
with the values of the organization conflicts may arise. This has not only had negative effects
on the employees but also on organizations.
Often the policies of the organizations and steps taken by the organizations pave way
for conflict in the workplace. Society is constantly changing and in order to run a business
successfully, organizations are changing their business and structure to align with the needs
and demands of the society and new market. This ineffective change in the business has often
caused conflicts in the workplace. According to scholars, most people or employees are
unsettled by the changes that business usually incorporates and this is the reason that conflicts
arise in the workplace (Sharif and Scandura 2014, p. 189). There are many policies that
organizations create that do not align with the interest of the employees and the needs of the
employees like pay systems, leave systems and other perks. This may be a cause for the
conflicts in the organization. Fonseca (2016, p. 144) states that employees are the biggest and
the most important stakeholders of an organization and it is necessary for businesses to make
policies that cater to their needs and demands as this may often cause dissatisfaction in
employees that later may cause conflicts in the workplace.
The rise in conflicts in the workplace is common however it can be seen that the
major reasons for the rise in conflict among employees in the organizations are dysfunctional.
Majority of the reasons for conflicts in the organization are because of the incompetency of
the organization to manage and maintain positive workflow in the organizations. Conflicts in

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the workplace can be solved easily if organizations take effective measures and steps to
maintain employee relations and see to the interests of the employees. Kazimoto, P., 2013, p.
17) states that organizations while creating goals for the organization need to consider the
needs and interests of the organization in order to facilitate work and discourage
dysfunctional workplace environment.
According to me organizations need to understand the need and the importance of
positive relationship of the employees in the workplace. There are very few conflicts that
arise in the workplace that are due to individual perception and behaviour issues. If
organizations lay out some ground rules and come up with strategies to manage employee
relations effectively then it can be seen that the issues discussed would not arise in
organizations. Organizations can use policies and rules to facilitate communication in the
workplace in order to maintain workplace diversity. Organizations can use ethical decisions
and create ethical framework in order to curb the issues of inequality and biasness in the
workplace. While making changes in the framework of a business, the organization needs to
keep in mind the negative factors that may arise and make strategies that will help in avoiding
the untoward situations and most importantly hire employees so that they can monitor and
ensure a healthy workplace environment. Equality and healthy workplace environment helps
in satisfying the basic needs of the people which facilitates positive and fruitful outcomes that
at the end is beneficial for both the organizations and the employees.
Conflicts in the workplace are mainly due to mismanagement of the organization and
it has been seen that many organizations have collapsed because of this issue as it affects the
overall development and growth of an organization. However, it is the organizations that can
solve the conflicts with their interference and effective management. Conflicts in the
workplace negatively impacts the performance and the business of the organization thus it is
important for organizations to look into the matter, make concrete decisions that cater to the

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needs of both the organizations as well as the employees and encourage the employees to
work towards a shared goal for the benefits and the positive reputation of organizations in the
market.

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Reference
Foma, E., 2014. Impact of workplace diversity. Review of Integrative Business and
Economics Research, 3(1), p.382.
Fonseca, L., Ramos, A., Rosa, A., Braga, A. and Sampaio, P., 2016. Stakeholders satisfaction
and sustainable success. Stakeholders satisfaction and sustainable success, (2), pp.144-157.
Kazimoto, P., 2013. Analysis of conflict management and leadership for organizational
change. International journal of research in social sciences, 3(1), pp.16-25.
Moreland, R.L. and Levine, J.M., 2014. Socialization in organizations and work groups. In
Groups at work (pp. 83-126). Psychology Press.
Saxena, A., 2014. Workforce diversity: A key to improve productivity. Procedia Economics
and Finance, 11, pp.76-85.
Sharif, M.M. and Scandura, T.A., 2014. Do perceptions of ethical conduct matter during
organizational change? Ethical leadership and employee involvement. Journal of Business
Ethics, 124(2), pp.185-196.

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