Organizational Conflict

Organizational Conflict

Business 220

Bennie Felts

Malcolm Davis

January 28th 2005

Conflict, where would we be without it? Conflict turn outs from differences, and when individuals come together in teams, their differences in terms of power, values, and attitudes contribute to the creation of fight. To avoid the ban consequences that can result from disagreements, most methods of resolving conflict vehemence the importance of dealing with disputes quickly and openly. Conflict is frequently characterized as a controversy between interrelated individuals who intervene with hotshot(a) another in reaching their objectives.

Conflict has both positive and shun aspects. Sometimes the result of conflict can be dear to an organization. This benefit is seen as change that may have been practically needed. On the other side of the coin, an ongoing conflict has forbid side effects. Personnel that are engaged in an ongoing conflict are not going to be as productive as the rest of the employees. Counter productivity is one of the reasons why a conflict needs to be resolute as soon as possible.

Positive effect of conflict enables individuals to re-evaluate their stance, ordinarily arriving at a solution that is in the best sake of the organization. Some organizations deliberately introduce conflict into their workforce. This process go out be talked about in deeper detail later in this report.



Whether deliberate or accidental, positive conflict brings positive actions.

While conflict has generally positive effect on organizational functioning, if it is leftover unmanaged it might have disastrous consequences. This means that the conflict is allowed to persist, resulting in the impairment of role performance. As effective conflict circumspection suggests, conflict should be dealt with in timely manner.

Here are some(prenominal) examples of the causes of conflict. When there is a breakdown in communication, conflicts will arise; however, there are effective ways to resolve them.

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