Organizational conflict is the disagreement between workers or workers with their management. Conflict is inevitable in the workplace. However, the success of an organization depends on the strategies in place to solve the workplace conflict. According to Rahim (2000), the outcome of the conflict can either be functional or dysfunctional. The organization defines the results of workplace conflict. The outcome of the workplace conflicts depends on how the affected company handles the situation, and those involve in the conflict to avoid its adverse effects ( Sahoo & Sahoo, 2019). A critical aspect of conflict resolution is communication. Communication flow within the organization is essential to limiting the discrepancies that can lead to misunderstanding and conflict. Further, communication is also a beneficial process in finding the right solution to the conflict process. Transparency during the conflict, critical listening, and discussion to finds solutions are the key to avoiding the dysfunctional consequences of the conflict. In this article, the focus is to review and critic the article on communication and conflict. The focus is on an article by Spaho (2013) on Organizational communication and conflict management.
The article by Spaho (2013) examines the interaction between conflict and communication within the workplace. The article discusses a variety of factors that fuel conflict. According to the author, the leading cause of conflict is the lack of proper communication within the organization. Spaho also claims that conflict reflects the internal or external dispute, but better communication should be in place to define the outcome. From the author's viewpoint. The result of the conflict can either negative or positive. Spaho (2013) claims that conflict can arise either vertically or horizontally, and in both cases, horizontal or vertical communication is to blame. The horizontal is conflict takes place between workers because of their poor communication within the workplace. Vertical conflict takes place between workers and the management because there is a poor way of communication between the lower and the upper staff.
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In suggesting a solution to manage the conflict within the organization, the author claims that better communication and understanding of the source of conflict should be the priority. Therefore, the author cites Thomas's conflict management model stating that the solution to work conflict should look at the factors that bring frustration among the workers. A critical factor leading to failure is the lack of proper communication ( Mehra& Nickerson, 2019). The disappointment leads to the conceptualization of issues within the organization that could change employee’s behaviors. The outcome of the conceptualization of the problems can either result in positive or negative consequences. Therefore, for any conflict, there should be a way to reduce frustration among workers so that the outcome of the conceptualization results is positive.
The article by Spaho (2013), therefore, proposes a non-violent approach to the organization’s conflict resolution. The article also recommends face-to-face communication to resolve petty organization conflicts that can lead to poor organization coordination and reduce more. Other than that, the article suggests that a superior goal strategy can be a critical approach to conflict management in the organization. Also, the use of a third party for conflict resolution is a strategy that the article recommends. Therefore, the approach Spaho (2013) takes coincides with that of Rahim (2000), which states that conflict either results in dysfunctional issues or functioning issue depending on how the organization manages and mitigate any potential outcome.
In conclusion, Spaho (2013)claim that conflict resolution in the organization depends on how the organization open communication channels to reduce both vertical and horizontal barrier to communication that can lead to conflict. In the same way as Rahim (2000), Spaho (2013) claims that the outcome of the conflict depends on the organization’s ability to manage conflict so that outcome is functional.
References
Mehra, P., & Nickerson, C. (2019). Organizational communication and job satisfaction: what role do generational differences play?. International Journal of Organizational Analysis .
Sahoo, R., & Sahoo, C. K. (2019). Organizational justice, conflict management and employee relations. International Journal of Manpower .
Spaho, K. (2013). Organizational communication and conflict management. Management-Journal of Contemporary Management Issues , 18 (1), 103-118.
