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Learn more about our membership benefits. CMI offers a variety of flexible membership solutions, tailored to your needs. Find out more and get involved in the CMI community today. Conflict of interest. Resolving conflict situations. Conclusions of the peaceful resolution of disputes. Business opponents. Related posts. Mediation Frequently Asked Questions Read more. Time will tell what the lasting effects of this conflict will be, but in the short term, effective communication will be the key.
One of the most common outcomes of conflict is that it upsets parties in the short run. Bergman, T. Understanding and managing interpersonal conflict at work: Its issues, interactive processes and consequences. Kolb Eds. Newbury Park, CA: Sage. However, conflict can have both positive and negative outcomes. On the positive side, conflict can result in greater creativity or better decisions. For example, as a result of a disagreement over a policy, a manager may learn from an employee that newer technologies help solve problems in an unanticipated new way.
Positive outcomes include the following:. On the other hand, conflict can be dysfunctional if it is excessive or involves personal attacks or underhanded tactics. Examples of negative outcomes include the following:. You may be at increased risk for workplace violence if your job involves the following:. Sources: Adapted from information in LeBlanc, M. Predictors and outcomes of workplace violence and aggression.
Violence in the workplace. Workplace prevention strategies and research needs. One of the biggest costs in the workplace is not managing conflict, as this video discusses. Given these negative outcomes, how can conflict be managed so that it does not become dysfunctional or even dangerous?
Help Creative Commons. Creative Commons supports free culture from music to education. Their licenses helped make this book available to you. Help a Public School. Some people know what they want and would work hard at achieving such goal even to the point of going through conflict.
Situations that are triggered by fear, force, sense of fairness, and funds create conflict. In any type of circumstance, even in a workplace or organization, conflict is inevitable. When there are differences in background and orientations among employees in working toward a goal, conflict arises. It is the differences of many aspects such as values, attitudes, needs, expectations, viewpoints, and personalities that cause conflict in an organization.
But despite the inevitability of conflict, it can be minimized and even resolved when properly dealt with. Organizational or workplace conflict is rooted from poor communication, weak leadership, change in leadership, dissatisfaction with management style, and seeking power. This is a good example of conflict that is developed because of poor management style. Disagreement is a common reason for conflict. People disagree on many things such as contrasting opinions on a certain subject matter because we all have our own beliefs and principles.
Even emotional differences cause conflict. When it comes to decisions, even management pushes on individual proposals. There are 3 elements involved in an organizational conflict: power, organizational demands, and self-worth. These components must be aptly matched through important organizational processes and decisions to resolve a conflict.
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