Conflict: Interparty Disagreements in Organizations/Groups - Essay Sample

Introduction

Conflict emerges between two parties when one party perceives another to negatively affect its standards or going to afflict them shortly, which arise from communication (Langton, 2016). Therefore, in a conflict, the interaction between the parties constitutes interparty disagreements. Individuals experience a wide range of disputes in organizations or groups triggered by the incompatibility nature of the suggested goals, interpretation of facts differences, as well as behavioural expectations disagreements. Conflicts constitute both positive and negative implications as established by the implementation of functional and dysfunctional conflicts. In organizations, managers are determined to spend a significant amount of time dealing with conflict situations in the enterprise (Sowcik, 2018). Consequently, such conflicts that require active management in the organization are possible because slight changes in an organization tend to create conflicts. Due to changes, conflicts arise given the fact that organizational individuals get less comfortable with each other as a result of power and resource allocation changes that are brought about by organization operations regime adjustments. To implement impeccable developmental strategies, the organization managers intervene to ensure adoption by adaptive organizational changes by splendidly solving enterprise members’ conflicts (Collins, 2019). Moreover, origination managers tend to sumptuously deal with the areas of conflict emergence in an attempt to secure smooth organization operations. The areas of development coordinated by the managers include; task, social, identity, as well as interests. Besides, organizational managers comprised the remarkable stakeholders in the case study.

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Problem Statement

The underlying problems are the factors that contribute to the emergence of conflict, implications resulting from different types of disputes, the loci of differences, and the nature of conflict occurrence (Bray, 2018). Consequently, the above problems correlating with conflicts had to be understood efficaciously by the managers for the remarkable solution of such disputes about the organization. For instance, conflicts emerge as a result of differences between the two parties. Besides, such differences are determined to be regarding varied perspectives, goals, opinions, as well as behavioural aspects (Isik, 2018). Therefore, the managers have to have product knowledge that will, in turn, induce efficacy in transforming the mindset of organizational members to appreciate the differences and accepting each other regardless of their disparities.

Accordingly, the managers had to have an adequate understanding of the implications resulting from different types of conflicts (Torres Velázquez, 2019). Consequently, various conflicts constitute the pros and cons, which essentially afflict the organization. The functional and dysfunctional conflicts result in diverse organizational inferences upon their solution. Therefore, managers had to be aware of the nitty-gritty correlated with the dual concern theory to have effective strategies for solving different types of conflicts in the enterprise (Ndegwa, 2017). Furthermore, the techniques of forcing, problem-solving, avoiding, yielding, and compromising were essential for the solution of the conflicts substantially by the organizational managers.

Furthermore, the dictates relating to the structure of the loci of conflict occurrence is pertinent to the managers for the process of splendidly solving conflicts arising within the enterprise. As ascertained from the conflict loci, two types of disputes take place, which includes; Dyadic strife, as well as intergroup conflict (Hutagalung, 2017). Dyadic conflict is between two individuals; on the other hand, intergroup conflict occurs within a group of people or teams. From literary recordings, intergroup conflict structures reveal their mode of perpetrations, and the methodologies of solving such disputes are efficiently presented (Yahaya, 2018). Therefore, through the incorporation of high levels of intelligence, the managers had to develop mechanisms to establish dyadic conflicts for an effective solution.

Analysis

Conflicted mainly constituted by misunderstanding arise between two parties as a result of differences. However, not all the conflicting situations between individuals, groups and parties seem to be wrong, given the phenomenon that some possess positive implications considered to transform the nature of a particular aspect (Löhr, 2017). For instance, functional conflicts deemed having a significant correlation with positive impacts lead to its regard as a valid form of a dispute. On the other hand, dysfunctional conflicts portray characteristics associating them with adverse inference leading to their consideration as destructive conflict occurrences (Bray, 2018). Consequently, the functional and dysfunctional conflicts are differentiated remarkably concerning conflicting group performance. For instance, if the group is unable to achieve the proposed objectives due to conflict emergence, then the nature of the conflict is considered dysfunctional. Besides, the conflict that leads to the refinement of the rate of objectives achievement in the organization establishes an avenue regarding it as being functional conflict (Collins, 2019).

Sources of Conflicts

A significant number of conditions established to give rise to conflicts in the organization as well as a society can be said to be vividly perceived. However, the sources may not necessarily induce conflicts in a direct manner, but it may contribute to conditions which, in turn, translate into conflict emergence (Hutagalung, 2017). The terms deemed to be the causes of conflicts subdivided into small sections constituting the three categories, which include; communication, personal variables, and structure for simplicity purposes.

Communication portrays features that qualify it being the primary source of conflicts through the emergence of “noise” associated with the channels of communication, difficulties of the communication semantics, and misunderstandings in the communication process (Isik, 2018). The review of literature has exposed remarkable barriers of communication, which include word connotations in a differing manner, exchange of information in an insufficient way, jargon, as well as noise evident in the channels of communication (Langton, 2016). Besides, the established barriers of interactions have a remarkable antecedent, resulting in a conflict among parties' varied nature. Moreover, the research findings have demonstrated a splendid conclusion indicating that conflict occurs when too little or too much communication occurs. Therefore, functionality increment in communication processes established to lead to an over-communication, in turn, induces the emergence of conflicts (Löhr, 2017).

Consequently, some individuals portray certain behavioural features that in turn lead to the establishment of an immediate dislike with others upon the first encounter. Besides, the hatred is determined to be induced by the differences in personality, whereby the individuals portray absurd character annoying his or her counterpart (Ndegwa, 2017). In the process of an individual working with another with an annoying personality, the instances of conflict emergence constitute a significantly high probability of actuating themselves. Therefore, the potential sources of conflicts can be said to include the character, values, and emotions of individuals. Individuals determined to constitute top personality traits relating to neuroticism, disagreeableness, and self-monitoring are prone to lead to real encounters with other people and, in turn, react poorly in the instances of conflicts (Sowcik, 2018). Moreover, emotions portray conditions likely to result in disputes, even when such conflicts seems not directed to others in society. For instance, an employee may accrue emotional feelings associated with the work experience's hectic nature, leading to the emergence of conflicts in work-related meetings triggered by such an employee (Torres Velázquez, 2019). Furthermore, individuals are determined to induce disputes in the event of the opposition of their values.

The conflict between two people divulges characteristics deemed to be structural. Therefore, consequences in terms of requirements established to emerge in a workplace situation, effect precise mechanisms determined to supersede individual personality guidelines (Yahaya, 2018). For instance, in stock in a business company, the sales department should enter into a conflict with the production department if the sales department managerial individuals perceive that the products will be delivered late to the enterprise's customers. Consequently, the term structure reveals a remarkable reference to the degree of dependence between the groups, degree of specialization, size of the group, clarity concerning group jurisdictions, as well as group composition (Bray, 2018).

Conflict Resolution

The effectiveness of individuals, teams as well as the entire organization can be afflicted considerably by conflicts. Consequently, some studies have established that 20% of the managers’ time utilized to solve organizational disputes to enhance the organization (Collins, 2019). From the definition of the conflict's nature, the methodology of resolving such conflict shows its efficacy conclusively. Besides, the win-win criterion of conflict resolution is utilized extensively in the process of framing mechanisms for conflict resolution (Hutagalung, 2017).

Dual Concern Theory Conflict Management Strategies

Conflict management strategies utilized individuals in the process of conflict resolution are described splendidly by the researchers through the use of the dual concern theory. Dual concern theory portrays an efficacious composition of a splendid consideration regarding the cooperativeness as well as assertiveness of an individual regarding the conflict under consideration (Isik, 2018).

Alternatives

Moreover, the sumptuous options for conflict solution other than the usage of managers' mediation in organizations are as follows (Langton, 2016);

Negotiation

Pros Cons

- Dispute resolution which is party-based

- Enhanced freedom of parties in the conflict resolution process

- Application of parties consent in solving conflicts

- The successful methodology of dispute resolution

- Remarkable strategy aligned means of conflict resolution

- No third party influence in the process of conflict management

- Comfortable means of conflict management - Power tactical form of conflict management.

- Results in unequal agreements in the process of conflict resolution.

- It may result in a walkout situation in the process of conflict management.

- It may induce strained relations

- It may result in a backoff situation

- Not applicable to all issues.

- Sometimes the process is deemed to be an impasse.

Mediation and Conciliation

Pros Cons

- Provides an avenue for opposing parties direct comm...