COM FPX 3700 Assessment 2 Institutional Conflict

Organizational Conflict Dynamics

Conflict is an inherent aspect of human interaction, surfacing inevitably when individuals with differing perspectives, beliefs, and values engage with one another. This exploration delves into the fundamental causes of conflict within organizations, highlighting three primary sources.

The initial source of conflict identified is the ambiguity in job roles. Misunderstandings arise when employees lack clarity regarding their responsibilities, leading to perceptions of inefficiency or negligence among colleagues. Clearly delineating job roles and ensuring comprehensive understanding among team members can mitigate such conflicts.

A second source is the absence of a well-defined hierarchy. Confusion and tension emerge when employees are uncertain about reporting lines or bypass established supervisory channels. Establishing a transparent chain of command with explicit guidelines minimizes such disputes by fostering trust and clear communication.

Lastly, the diversity of human opinions, beliefs, and perceptions inherently leads to disagreements. Differences in background, culture, and personal values influence individuals’ viewpoints, potentially sparking conflict. Implementing effective conflict resolution training and encouraging a culture of mutual respect and understanding can address these challenges, allowing for constructive disagreement.

The Spectrum of Conflict: Functional versus Dysfunctional

Functional conflict serves as a catalyst for positive organizational change, enhancing performance and fostering collaborative relationships. It stimulates productive dialogue, leading to the pooling of skills and knowledge, which in turn supports innovation and positive transformation. This form of conflict strengthens partnerships through problem-solving and is associated with improved morale and work performance.

Conversely, dysfunctional conflict harbors negativity, breeding hostility and disengagement. It undermines team cohesion and poses significant risks to organizational success. This type of conflict results in deteriorated relationships and poor performance, stifling motivation and progress.

Strategies for Conflict Resolution, 

COM FPX 3700 Assessment 2 Institutional Conflict

To address functional conflict, the smart management approach is recommended. This strategy promotes constructive discourse and innovation, strengthening trust and camaraderie among team members. By valuing diverse opinions and fostering an environment of mutual respect, organizations can enhance their capacity for growth and improvement.

In cases of dysfunctional conflict, arbitration serves as an effective resolution method. This approach involves impartial assessment of the dispute and the proposition of a solution by the mediator. While initially proposing a compromise that may not fully satisfy either party, this strategy encourages collaborative problem-solving, leading to a mutually acceptable resolution while holding all parties accountable.

References

  • Pfajfar, G., Shoham, A., Makovec, M., Koufopoulof, D., Katsikeas, C., Mitrega, M., (2019). Power source drivers and performance outcomes of functional and dysfunctional conflict in exporter-importer relationships.
  • COM FPX 3700 Assessment 2 Institutional Conflict
  • Pitsillidou, M., Farmakas, A., Noula, M., Roupa, Z., (2018). Conflict management among health professionals in hospitals of Cyprus.
  • Tandler, N., Kruger, M., Petersen, E., (2021). The mediation role of personal conflict resolution styles.
 
 
 
 

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