How can companies deal with Interpersonal problems and personality conflicts existing in organizations?
Introduction
Every successful organization realizes different opposing views and debates in creating the organizational decisions. The decisions are focused on the side of the business leaders and on the side of the employees, the conflict is also present. The conflict in workplace is healthy if there is a clashing of ideas related to the nature of business and the benefit is for the improvement, but in the matter of personal conflicts, the organization has a great dilemma that is needed to manage.
Background and Problem Statement
Organization is clearly describes as the collection of people working together to achieve the common goal. In the concept of organization, the people or the members working under the umbrella of the leader is considered as a team that has a harmony and creates relationship in every activities that they do. On the other hand, the conflict is an action where there is disagreement. The different behaviors of the members are sometimes subject to the conflict. Conflicts may come from the incompatible goals and interests and the results might destroy the organization. The need for the appropriate management is anticipated whenever there is a hint of conflict present in the workplace. However, what are the impacts of conflict and the conflict management that may affect the performance of the organization?
Research Objectives
The study is focused on determining the impact/s of conflict and conflict management in the organizational performance. In the evolution of the organization as their answer n the growing competency of globalization, it is important that the organization values the different relationships of its people. As the supporting idea on the main objective, the establishment of the appropriate conflict management is also sought after.
Literature Review
From the social impact theory, the explanation on the efforts of the individuals to finish the task as well as working with the teams can be explored. The theory views the individuals as the sources and target of social impact and working with groups emphasizes the idea. The great the sources and targets of social impact, the less the motivation of a member to contribute in the group. This is start of the conflict within the team or within the workplace (Furumo, 2008). Through the disagreements and loss of trust to the other members, the conflict gets bigger that in due time, like a time bomb, can destroy the team. Before the worst result may happen, the ice-breaker who is usually the leader or the person that is outside the team should help to resolve the conflict (Cottringer, 2006). The conflict management is an approach between the opposing members within the team. The management styles have been related to the quality of agreement during the negotiations and the other conflict management episodes (Friedman, Tidd, Currall, and Tsai, 2000; Jehn, 2000; Lewin, 2001). The impact of the conflict management may be much broader such creating a pervasive effect on the performance of the organizations. The amount of conflicts creates stress for the individual employees and the different dispositions and the working environment may play in positive and negative effects. The situation of the person involved in a conflict might be incorporate in greater problems. The call for the conflict management styles centered in the main objective and that is to bring the people together to bear the problems at work (Friedman, Tidd, Currall, and Tsai, 2000). The management style is made to find solution that will last for only months because the purpose they establish is not to lose any of the organization’s valuable employees.
Methodology
The proposed method is through the use of survey and interview. Every employee will answer the questionnaires in a Likert Scale form to recognize their perception regarding the conflicts and the conflict management being facilitated in the organization. Through the survey, the researchers can analyze the impact of unresolved or resolved conflicts in the performance of the employees. On the other hand, the interview will in the line of the managers. The purpose of the interview is to determine if the conflict management exists and how effective it was. In addition, the interview with the managers will give an idea for the researchers to determine the effective ways in how to resolve the conflict in the organization.
References:
Cottringer, W., (2006) Resolving Workplace Conflict: To Overcome Disagreements and Build a Cohesive Team, a Manager Must Understand What Causes Conflicts, Security Management, 50(7).
Friedman, R., Tidd, S., Currall, S., & Tsai, J., (2000) What Goes around Comes Around: The Impact of Personal Conflict Style on Work Conflict and Stress. International Journal of Conflict Management 11(1) [Online] Available at: http://www.ruf.rice.edu/~jgspaper/P_Currall00_IJCM_Conflict.PDF [Accessed 08 December 2010]
Furumo, K., 2008. The Impact of Conflict and Conflict Management Style on Deadbeats and Deserters in Virtual Teams, Hawaii International Conference on System Sciences.
Jehn, K., 2000. Benefits and Detriments of Workplace Conflict, The Public Manager, 29(2).
Lewin, D., 2001. IR and HR Perspectives on Workplace Conflict: What can each learn from the other? Human Resource Management Review, 11(4) [Online] Available at: http://www.sciencedirect.com [Accessed 08 December 2010].
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