Essay Sample on Organizational Conflict

Introduction

Conflict in an organisation is referred to as a confrontational interaction between individuals in the institution which is harmful to the institution by obstructing corporate progress and goal achievement (Konopaske et al., 2014). The administration must seek to resolve conflict within the organisation. For instance, Romans 14:19 states that "So then, we must always aim at those things that bring peace and that help strengthen one another."

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The existence or occurrence of conflict is a common phenomenon in every organisation, and it stems from differences in personal values, functionality, preferences, and personality (Isa, 2015). Many factors may cause conflict in an organisation. More, Vito and Walsh (2012) identified the following factors as causes of organisational conflict including inadequate resources, poor communication, and lack of accountability.

Inadequate resources cause employee conflict because of the competition for scarce resources (Yasmin & Aleya, 2017). Some of the resources that may be scarce include funds, work equipment, and time. When these resources are limited workers may feel frustrated as they compete to utilise them.

Poor communication causes conflict within an organisation. Such may come about as a result of complete failure to communicate or a difference in the method of communication (Omisore & Abiodun, 2014). Poor communication may be fatal in an organisation since it makes workers make incorrect assumptions. Additionally, inadequate levels of interaction between seniors and juniors may lead to unproductivity because employees may misunderstand instructions.

In an organisation, conflict may arise due to a lack of accountability where people fail to take responsibility for an issue gone wrong in an organisation. Without liability, problems are left unresolved, and thus employees will keep shifting blame from one person to the other which will then cause conflict.

One of the administrative functions of an organisation is personnel management which involved the supervision of the employee and employer management (Riccucci, 2018). Some of the managerial duties of the department include finding solutions to conflict issues such as those discussed above.

The management of inadequate resources requires the incorporation of the concept of sharing within the organisation. The administration should provide policies that demonstrate equitable resource sharing.

For purposes of resolving poor communication, the communication approaches between personnel require an evaluation. The evaluation entails the identification and elimination of ineffective communication behaviours.

When it comes to resolving the lack of accountability, the organisation should focus on setting clear guidelines on the roles and responsibility of personnel to guarantee accountability over blame.

References

Isa, A. (2015). Conflicts in Organizations: Causes and Consequences. Journal Of Educational Policy And Entrepreneurial Research (JEPER), 2(11), 54-59.

Konopaske, R., Ivancevich, J., Matteson, M., & Konopaske, R. (2014). Organisational behaviour and management (10th ed.). New York: McGraw-Hill.

More, H., Vito, G., & Walsh, W. (2012). Organisational behaviour and management in law enforcement (3rd ed.). Upper Saddle River, NJ: Prentice Hall.

Omisore, B., & Abiodun, A. (2014). Organisational Conflicts: Causes, Effects, and Remedies. International Journal Of Academic Research In Economics And Management Sciences, 3(6). doi: 10.6007/ijarems/v3-i6/1351

Riccucci, N. (2018). Public Personnel Management: Current Concerns, Future Problems (5th ed.). New York: Pearson.

Yasmin, K., & Aleya. (2017). Workplace conflicts: Classifications, causes, and management strategies. International Journal of Academic Research And Development, 2(4), 210-216.