A conflict is a factor present when two people or groups disagree or oppose each other due to actual or perceived differences (Day, 2015). Conflict arises in the day to day life of individuals because they hold different views and perceptions of reality. Organizations are living entities that are always in a dynamic state. Thus in some instances, conflict may arise between employees themselves or between employees and their superiors or even the organization itself with other organizations.
In case the manager declines the union’s demands. The union will react to that decision by calling for a strike. The company will likely lose a lot of incomes due to delayed production or even service to their customers (Sherif, 2015). Even after the strike is called off, the hostilities could have already destroyed the relationship between the employees and the employer during the strike thus affecting teamwork, productivity, and profitability.
Delegate your assignment to our experts and they will do the rest.
Thus when you compare the benefits attributed to agreeing to the demands of the union and disagreeing, you realize both sides have benefits, but in the case of a disagreement, the company will lose more compared to the risk of losing a portion of its profit and forfeited control. Disagreements will lead to strikes that will cost the organization a lot of resources ranging from disrupted markets to crippled production and even decreased employee turnover. The employee-employer relationship will also be lost after the strike (Miner, 2015). Thus the CEO should accept the union demands and avoid too much conflict between his organization and the Union. In his report, he should highlight all the benefits and challenges of agreeing to the union's terms or not agreeing.
There are various consequences of the proposal ranging from positive to negative. Some of the negative impacts include the board of directors may not subscribe to the CEO’s ideas thus may cause a conflict between them. This may further affect the organization's productivity since it will take a lot of time to make a decision on whether to adopt the CEO’s proposal or not (Miner, 2015). Positive impacts include the proposal will increase the worker's motivation and improve teamwork in the organization. The employees will feel part of the team, and this will increase productivity.
Conflicts between management and staff can be managed using many ways ranging from focusing on interpersonal relationships to structural changes. In case a conflict arises in an organization, we need to be able to manage them and be able to turn them into a productive force rather than creating a negative force within the organization which may threaten the whole group (Miner, 2015). Avoidance of the situation that may lead to conflict is an example of an interpersonal approach to managing conflict.
The management of interpersonal conflicts involves changes in attitudes, behavior, and organizational structure so as all the members of the organization can work together effectively towards attaining the organizational goals and objectives (Day, 2015). Management of conflicts in an organization primarily involves teaching the members the techniques of efficiently handling incompatible ideas that may result in a conflict and set up a mechanism to deal with the unresolved issues appropriately (Day, 2015).
Conflicts are a part of the day to day activities. One cannot avoid conflict whether at home at work or even at school. Organizational Conflicts are inevitable since even to take advantage of joint work requires conflict management. Therefore, the organization should focus on the ways to manage conflict and not on how to resolve conflicts (Sherif, 2015). They should teach its members on the techniques to avoid conflict and how to deal with one in case it arises.
REFERENCES
Day, G. E. (2015). Successfully managing conflict Leading and Managing Health Services: An Australasian Perspective, 273.
Sherif, M. (2015). Group conflict and co-operation: Their social psychology (Vol. 29). Psychology Press.
Miner, J. B. (2015). Organizational Behavior 1: Essential Theories of motivation and leadership. Routledge.
