Introduction
In our day to day lives, conflicts are inevitable and whenever they occur they are viewed to be either functional or dysfunctional. Functional perspective focuses on the positive effects while the dysfunctional focuses on the adverse effects of conflicts. The essay will dwell on the significance of conflict as well as the problems that arise as a result of the conflict.
Why Institutional Conflict is Significant
According to Baron (1991), people have always associated conflict with a negative connotation. However, Baron argues that it yields some benefits (Baron 1991). For instance, it brings numerous problems that have been earlier neglected in the open. Recognizing these issues is essential since it aids in conflict resolution. Secondly, conflict promotes consideration of new ideas. Lastly, when members facilitate change and innovation of an institution are confronted with severe conflict, this leads to increased cohesiveness and loyalty. Institutional conflict also leads to better communication among members of an organization, increased product development as well as individual creativity (Dreu and Vliert, 1997). Better strategic decisions, better judgments, and understanding the position of others in a better way are also positive outcomes of conflict.
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Specific Problems That Result From Institutional Conflict
Institutional conflict has for long been known to bring numerous problems. For example, it increases the rate of employee turnover (Abiodun, 2014). Conflict may also lead to heightened health concerns among the workers if they feel the management is not working towards solving the conflict or it goes unnoticed. The result is that the members become stressed and this leads to increased health concerns (Anku-Tsede & Adjadogo, 2016). Furthermore, when an institution spends most of its time in managing the conflict, it may experience a decrease in productivity because the employees do not focus on the objects they are tasked with attaining.
Conclusion
In summary, conflict brings not only adverse outcomes in an organization but also positive effects. As discussed in the essay, it brings the problems that have been neglected in the open, facilitates change and innovation, better communication, increased product development and individual creativity, and also leads to increased cohesiveness and loyalty
Annotated Bibliography
Abiodun, A. R. (2014). Organizational Conflicts: Causes, Effects and Remedies International Journal of Academic Research in Economics and Management Sciences, 3(6), 118.
Abiodun, in his article, discusses the effects of conflict in an organization. Thus, according to him, when conflict goes unnoticed, it may have psychological effects on the employees' ad this may affect the employees’ health wise leading to increased health claims among them. The result of this in an institution is decreased productivity and failure to achieve organizational goals and objectives
Anku-Tsede, O., & Adjadogo, N. (2016). Empirical Analysis of Workplace Conflict and its Influence on the Attitude of Media Employees in Ghana: Journal of Management Policy and Practice, 17(1), 106.
The authors describe the effects of conflict within an institution. They argue that conflicts on an organization have led to high rates of absenteeism and destruction of cordial relationships among the superiors and the subordinates. Nevertheless, the authors not only dwell on adverse effects of conflicts but also deal with the positive outcomes which they bring- idea sharing, activeness, unity, and alertness form the conflict.
Baron, R. A. (1991). Positive effects of conflict: A cognitive perspective. Employee Responsibilities and Rights Journal, 4(1), 25-36.
Baron begins his journal by claiming that conflict always has a negative connotation for many people. He argues that despite its negative connotation, the conflict has some positive effects. For instance, he explains that it brings various problems that have been earlier neglected in the open. Baron further argues that institutional conflict also leads to change and innovation as well loyalty and cohesiveness.
Cosier, R. A., & Dalton, D. R. (1990). Positive effects of conflict: A field assessment International journal of conflict management, 1(1), 81-92.
Cosier and Dalton reveal that a lot of research has focused on addressing different methods that may be used to reduce conflict. Nevertheless, Cosier and Dalton, argue that some types of conflict are positive and people should focus on encouraging rather than reducing them. Thus, according to them, the benefits of institutional conflict include better strategic decisions, better judgments, and understanding the position of others in a better way.
Dreu, C., & Vliert, E. (1997). Using conflicts in organizations London: Sage.
Dreu and Vliert begin their work by describing what conflict is and also describe scenarios of institutional conflict. The authors claim that most people do not like conflict because of its adverse effects on institutions. Nevertheless, Dreu and Vliert research has been carried out to show how conflict is vital in organizations as well as groups. As such, suppressing it reduces product development, communication, and individual creativity.
References
Abiodun, A. R. (2014). Organizational Conflicts: Causes, Effects and Remedies International Journal of Academic Research in Economics and Management Sciences, 3(6), 118.
Anku-Tsede, O., & Adjadogo, N. (2016). Empirical Analysis of Workplace Conflict and its Influence on the Attitude of Media Employees in Ghana: Journal of Management Policy and Practice, 17(1), 106.
Baron, R. A. (1991). Positive effects of conflict: A cognitive perspective. Employee Responsibilities and Rights Journal , 4 (1), 25-36.
Cosier, R. A., & Dalton, D. R. (1990). Positive effects of conflict: A field assessment: International journal of conflict management , 1 (1), 81-92.
Dreu, C., & Vliert, E. (1997). Using conflicts in organizations London: Sage.
