Conflict can simply be defined as a disagreement in opinion between persons. The difference in opinion is a common human trait due to various reasons such as divergent cultures, education, and expectations among others. Therefore conflicts are bound to happen in every organization. Hence, it is prudent for adequate conflict resolution techniques to be set to settle disagreements whenever they arise. The 2015 article “Role of Managers in Solving Conflicts in the Organization” By Pelin Sahin Yarbag focuses on the types of conflicts, their sources, reasons, and phases. The author also discerns suggestions and examinations for managers to best deal with the cause-effect relationship.
Conflict can generally be caused by various economic, social, and psychological reasons. However, in an organization, constantly working together and insufficient sources in the workplace are among the leading causes of conflict. Yarbang cites the following as the main causes of conflict in an organization: the difference between individual and organizational targets, differing groups and departments, employee and manager conflicts, employees’ disagreements and conflict in informal and formal organizations (Yarbag, 2015).
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Yarbang proposes that there are three types of conflicts in an organization: functional conflict, horizontal conflict, and hierarchical conflicts. Horizontal conflicts occur when workers on the same rank disagree amongst themselves. Hierarchical conflicts occur when subordinates conflict with their superiors. Functional conflict, on the other hand, occurs when the executives conflict with advisors, supervisors, and other experts (Yarbag, 2015).
Conflicts in an organization can be very disadvantageous. Conflicts create negativity in an organization thereby leading to stress among coworkers. This stress can hinder employee performance. High stress levels affect motivation, efficiency and consequently activity and performance. Stress created by conflicts in an organization leads to communication problems amongst the workers which further hinders performance. Similarly, disharmony at the workplace reduces the concentration of the employees thereby reducing their organization skills as well as decision-making skills. Consequently, lack of motivation makes the employee lose their vision for the company as well as reduces their problem-solving skills (Dyer and Song 2015).
On the other hand, conflicts can be beneficial to an organization. If the conflict is caused by healthy competition between workers (horizontal conflict), then this competition will motivate the employees to work better to defeat their competitors. The management can foster such positive competition by offering awards to the best employees such as an employee of the month award or a trip for the employee of the year. Conversely, if the conflict is functional, the executive can use the conflict to increase the turnover from their experts, supervisors, and advisors. This will be achieved by an augmentation in discontinuations as well as allowing mistakes to occur once in a while (Rahim, 2015).
All in all, whether the conflict is beneficial or damaging to the organization, the management must find a way to settle the conflict before it rocks the company. For example, in hierarchical conflicts, the management can find ways to motivate their employees to be better as well as giving them a leeway whenever a few mistakes are made. Team building activities can be beneficial in solving conflicts in an organization. For example, an organization can have a fun day for the all the employees including both subordinates and superiors. Team building activities can act as bonding sessions amongst all departments, all groups and in all levels.
References
Dyer, B., Song, X.M. (2015). The Relationship between Strategy and Conflict Management: A Japanese Perspective. In Proceedings of the 1995 Academy Of Marketing Science (AMS) Annual Conference. Springer International Publishing, Pp. 126-132.
Rahim, M.A. (2015). Managing Conflict in Organizations. Transaction Publishers
Yarbag, P.S. (2015). Role of Managers in Solving Conflicts in the Organization. Dogus Universitesi Dergisi; 16(1): 109-120
