- Final essay
- STRATEGIES USED BY PRINCIPALS IN MANAGING CULTURAL...
- UK LIVING STANDARDS
- Consumer Behavior
- Essay on Banking Regulations
- Learning Journal :Managing Change
- Human Resources Development in China
- EASTERN CIVILIZATION
- LITERATURE REVIEW IN NURSING RESEARCH
- Service Improvement
- LANGUAGE POLICY IN THE GLOBAL CONTEXT
- Political Science
- An integral function of health promotion involves ...
- The Global Logistics
- Research Paper on Creating More Frustration For Th...
- PhD Proposal :Compare approaches to teaching stude...
- Thesis Statements on California Gubernatorial Reca...
- Non-Government Bonds In Australia
- Chronic Pulmonary Disease
- Implement Customer Service Strategies
- A computing degree provides many career oppotuniti...
- The Effect of Exchange Rate Reforms in China and I...
- WHAT IS CO-MORBIDITY?
- Erikson’s theory of Psychosocial Development
- Sample Case Studies and Analysis on Intervention a...
- Erikson’s theory of Psychosocial Development
- Sample Research Proposal on the Performance Manage...
- Impact of Current International Business Strategie...
- Gaining Weight
- Where is North American Automobile Production Head...
- A Short Essay On Nigeria Inflation Rate (2000 TO 2...
- CUSHING’S SYNDROME
- Career Aspirations
- INTERNATIONAL BUSINESS
- Electronic Bulletin Board
- The Impact of Smoking Ban in Hong Kong to Ruby Tue...
- Chapter V :COMPARISON OF LEADERSHIP STYLES OF UNIT...
- ORGANIZATIONAL CHANGE PAPER
- PROSPECTIVE PAYMENT SYSTEM
- DEFINED POVERTY
- Employee motivation in international business orga...
- Data analysis
- Organizational Behaviour
- PRC Business Environment
- Essay Instructions on Introduction to Information ...
- Community Economic Development
- Research Paper for Macro Analysis of the Hong Kong...
- The Impact of Conflict Management Strategies on Or...
- Evaluate the expression if the value of r = -22, s...
- MARKETING PAPER
- Successful Recruitment And Selection Process At Ho...
- The Great Depression
- CORPORATE GOVERNANCE
- TERM PAPER INVESTIGATION AND APPLICATION OF NURSIN...
- Investigating Social Day
- Indicator Programs at Redefining Progress
- Effectiveness of International Terrorism Law
- Ethnic Media in the U.S.
- SCENARIO: USA World Bank
- System Availability Management
- The Furgitives in Criminal
- Supply Chain Process
- Offshore Outsourcing of in-house systems developme...
- Efficiency of charactor, comminication skills and ...
- A Case Study Analysis Of Boutique Hotel
- KATIE KUDLER MARKET
- The Technology Impact In The Organization
- Case Study/SWOT Analysis Of The Rise And Fall Of E...
- Hong Kong Shanghai Banking Corporation (HSBC) Mark...
- ▼ Nov 16 (72)
- ► October (2650)
- ► September (2912)
- ► August (698)
- ▼ November (1350)
The impact of conflict management strategies on organizational climate
Statement of the problem
In every organization, several conflicts are visible from every essential areas and functions of the organization and that there lacks proper handling of people and the organization is without strategies of conflict management, managing the impact of conflict into the organization. Ideally, the ability to take business control of conflict is important as the purpose of this study is to investigate whether the use of certain conflict management strategies, will predict reductions in into workplace conflict as well as role ambiguity, also work overload and time pressure. Research outcomes will indicate that, such conflict management strategies do significantly predict low scores on several specific conflict examples as tested and on levels of overall conflict management impacts.
There can be issues on conflict management effectiveness and how to achieve them according to the principles of the organization and its climate adaptations. The constructive conflict management is a vital concern for every manager. When conflicts are managed constructively they can help identify and solve problems, develop and maintain strong relationships, and sustain member loyalty and motivation. When conflicts are poorly managed they waste time and resources, damage member loyalty and motivation, undermine teamwork, and distort decision-making and planning. Strong productive teams can be maintained only when their members manage their conflicts well. The organizations attempt to influence members’ beliefs and skills by providing training in conflict management. When team relationships become seriously problematic, some organizations conduct off-site retreats for teambuilding synergy and success, unless the organization’s climate promotes constructive conflict management behaviors, training tends to have frustratingly limited impact, and the beneficial effects of teambuilding retreats prove to be both limited and temporary. It is clear, there should address the impact of organizational climate on the conflict management behavior of members.
Background of the study
The ability to successfully minimize and resolve conflict is an important skill for the organization to develop, as faced with the classic confrontation between individual needs and organizational needs, requiring them to spend a major part of their time attempting conflict mediation. The “appropriate” management strategy in a given situation requires accurate identification of both the conflict origin and participants and their relationships, in order to apply effective resolution technique. Ideally, this technique must reduce the dysfunctional dimension of conflict so as to capitalize on its functionality for the good of the organization concerned. Consequently, there is conflict anticipation and detection should always constitute the first two phases of good conflict management, the pro-action rather than reaction of the issues if there is any. Furthermore, strategies for conflict resolution will vary according to philosophical bases of the ones involved and encompasses win-lose, lose-lose and win-win approaches to conflict management, the impact can be overused as strategy for solving conflicts.
The methodology will include usage of organization climate influence as well as power to bring about compliance and compromise. The need to realize win-win approach, the method yields solutions satisfactory to organization team to the conflict wins something, and the conflict is resolved in a constructive manner. An important point must be borne in mind when attempting to deal effectively with organizational conflict, for insurance one method will not apply to situations, as given in various approaches to conflict management. The conflict has been effectively managed when it no longer interferes with the ongoing activities of those involved. Conflict management is therefore the process of removing cognitive barriers to agreement (1986). Depending on the situation, conflict management techniques often focus on changing structure, changing process or both. Indeed, structural modifications are not very creative, and the response to conflict is simply more rules and hardening of the role structure.
Aside, if the basis of conflict is lack of trust or suspicion of motives, an effective approach is to bring the parties together and let them get to know each other. However, if the conflict is rooted in differences in principle, increased interaction could exacerbate the situation, the modifying of reward system can be effective if inequity in extrinsic or intrinsic rewards is the cause of conflict. An approach to conflict management is predicated upon the idea that diagnosis of the situation is necessary as a basis of action. The contingency view is that there is not one best way of managing conflict under all conditions, but that there are optimal ways of managing it under certain conditions ( 1987). An important aspect of conflict management is: alternative ways of managing conflict and kinds of situations in which each of these various alternatives might be expected to be the most effective.
The one good step is to assess the influence of an organization’s climate on members’ conflict management behavior. The Conflict Climate Inventory was designed to assist in this assessment, identified sixteen elements of organizational climate that have been shown to influence the behavior of members when they experience conflict. In interpreting the results of the conflict climate inventory, however, it will be important to bear in mind that “climate” is a holistic concept. Climate acts on individual members as an undifferentiated whole, affecting how they feel, what they notice and think about, and how they behave. Thus, while scores for each of the elements can be very helpful in diagnosing the climate and identifying specific ways to improve it, no score can tell in complete story, the understanding and enhancing of organizational climate remains noted.
CASE ANALYSIS OF MARKS AND SPENCER Table of Contents I. Introduction .. 3 II. External Analysis .. 4 a. P...
The American Dream is difficult to describe, since every American has a different concept of it. For most men however, it is closely asso...
Introduction The omnipresence of global trends and innovations debunk the idea of business monopoly and empire states. Today, the tr...
PEST ANALYSIS OF WOOLWORTHS LIMITED PEST Analysis as a Human Resource Strategy Any business organization operates within...
THE ROLE OF UK GOVERNMENT IN EMPLOYMENT RELATIONS Table of Contents I. Introduction .. 3 II. The Government ...
Case Study “Richard Branson and the Virgin Group of Companies in 200 2 ” by Robert M. Grant An Assignment submitted in...
Scientific Management of McDonalds Introduction The true interest and prosperity of employer can be determined in the long term years ...
Introduction The Australian airline industry is very competitive and the entry of a new low-cost carrier, the Tiger Airways ...
3. Industry Analysis 3.1 Rapid growth of economic climate To further increase economic co-operation between Hong Kong and the ...
ABSTRACT The critical success factors of the company specify the actual elements of the firm that contributes to the overall accomplis...