The article’s premise is to examine the areas that may cause a conflict and also the roots of the different conflicts that are phased in an organization. It also states how to manage the conflicts in an organization. The article states that the roots of conflicts in organizations are entrenched in the core characteristics of the organization thus cannot be avoided. The article also examines how some of the effects of this conflicts can be useful to the organization. However, even if the conflicts are inescapable, the article narrates how they can be controlled and how they can be adjusted to produce results that are for the good of the organizations.
Research has identified that conflict does exist though everyone has their own view on it. The writers of the classical organization theory have viewed conflict as something that is detrimental and undesirable to any organization and should not exist. Joseph states, “Their prescription was simple. Eliminate it. This could be done by adequate job definition, detailed specification of relationships among positions, careful selection of people to field positions, and thorough training of people once they had been assigned” (Litterer, 1996, p.2). This view is however contrary to the view of others who believed that people are motivated by the desire of a reduction of tension thus the best way to avoid conflicts is through the reduction of tension among individuals in an organization.
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Tension however is a feeling that is normal in human beings and health specialist have even recommended it thus the change in mindset about tension brings about the idea of conflicts being both helpful and strenuous to an organization. The article seeks to define to what degree is conflict useful in an organization and where to draw the line on it. One of the benefits of conflicts according to the article is that it brings about change and innovation. Joseph states, “conflict initiates a search for some way to resolve or ameliorate the conflict and therefore leads to innovation and change” (Litterer,1996, p.2). The article implies that conflicts lead to the desire for change and helps people accept it in the organization. Conflicts in an organization points out the areas of defects that needs improvement hence helps in the development of the organization and also leads to changes in some of the vital aspects of the organization. Therefore, the organization’s decision-making skills will improve and alternative solutions to different problems may be found.
A conflict that occurs within specific departments may pose as an advantage to a manager since they are able to control their subordinates as opposed to when all the department’s gang up against the manager. Individuals and groups may be required to articulate their positions. Joseph states, “It often occurs at the point at which some other systems within the organization are functioning inadequately and therefore calls attention to these problem areas and generates a search for solutions or improvements” (Litterer, 1996, p.7). These leads to synergistic solutions to common problems. Therefore, conflicts in organization can at times result in positive consequences for the organization.
As much as conflicts bring positive changes in the organization, it also brings negative ones as stated in the article. The article further illustrates the major conflict situations which are one, the win-lose situation. It is a situation where different people or departments in an organization have ideas that contradict each other hence cannot coexist harmoniously. There is also dispute over the means to use so as to achieve a certain goal. Another situation is where there is a confusion in the hierarchy of power in the organization or the status that individuals hold in organizations. The other situation is where people have different perspectives about situations thus do not agree. These may cause job stress, burnout, and dissatisfaction to the individuals in the organization.
The conflict of ideas may lead to a problem with communication between individuals and groups. It may also result to a climate of distrust and suspicion. Conflicts may also lead to the damage of relationships among the colleagues in the organization. Job performance in the organization may be reduced and also resistance to change can increase. This will generally affect the organizational commitment and loyalty.
The article further explains how this conflict can be managed and one of the methods stated is by making the system work in the favor of the individuals in the organization. Joseph states, “Let us consider the situation where people find themselves in what they deem to be a situation of status in congruency” (Litterer, 1966, p.8). The other method is through replacing the element that are the roots of the conflicts by altering the system. Another method is eliminating the cause of the conflict by changing the structure of the institution. This event as per the article are the overall mechanisms of managing and preventing conflicts in an organization.
The general intent of the article was to explore conflict in an organization. It aimed at bringing out the major causes of conflicts and how they can be managed. The article also intended to point out the positive and negative results of conflicts in organization. It is clear that conflict is inevitable and should not be condemned since it may result to the growth and development of an organization.
Reference
Litterer, J. A. (1966). Conflict in Organization: A Re-Examination. Academy of Management Journal , 9 (3), 178–186. https://search-ebscohost-com.libraryresources.columbiasouthern.edu/login.aspx?direct=true&db=bsu&AN=4297600&site=eds-live&scope=site
