Conflict Negotiation Resolution Strategies and Organization Effectiveness

Topic : Conflict negotiation resolution strategies and organization effectiveness.

ABSTRACT

        Conflict can be found in everywhere. Eventually, conflicts was a part of human nature. Also, conflict within an organization can affect organizational effectiveness, but on the other hand conflict can become very productive and useful to individuals and organizations. Although conflict is categorized as negative, but it is able to increasing organizational productivity and innovativeness, and finally improving organizational effectiveness. Furthermore, conflicts will enhance the spirit of cooperation and teamwork among the workers within an organization. Besides, if conflicts can be manage well in organization, it is possible lead to an achievement of organizational objectives and goals. This is because even the most significant conflicts can be resolve through negotiation, dialogue and bonding.

Introduction

        When we are working and interact together, we will always not get the things we want to be. Misunderstanding is always exist and things will not go smoothly as what we want to. Eventually, conflict was an inevitable element of relationship within an organization. No matter that is a small organization or multinational cooperation, conflict is unavoidable in all business. The only things makes them different is how their management addresses the conflicts and strategies to resolve the conflict.

        Conflict can be defined as either positive or negative. According to Fiumano (2012), the word 'conflict' represent to something bad. Normally most of the managers or management text book have defined conflict as a problem to be resolve. Inside the mind of people, conflict is two groups or people with a extreme argument. But there is a different view in workplace, generally workplace will shapes itself to be more accepting and recognize of differing and diversity views and most of the companies write their diversity policies, they change the way they view conflict. Instead, organizations should take conflict as something valuable instead of something to be afraid of.

        Furthermore, conflict is not at all bad. People have come to recognize that though conflict can be a serious problem, but certain kind of conflict can be beneficial. In this case, have a good manage in conflict can bring huge advantage to companies and people. In fact, conflict management is often one of the biggest drivers of change. In the other words, if the conflict been manage well, it will help people become more innovative and can build an effective teams, establish strong working relationship and eventually improve individual as well as organizational performance. The most important part is to face the conflict and negotiate with it and get a win-win resolution

Organizational Conflict

        Organizations are  networks of interpersonal relationships that designed to achieve an accomplish goals and objective. Organization transform inputs into the desired end-goals by putting together procedures, people and also technologies. Moreover, the management system is responsible to coordinate these resources to achieve the objective. ( Organizational conflict and Organizational performance, Marjorie P. Garcia)

        Besides, conflict is a natural part of an organization. According to Anie and Adomi (2006), conflict is inventible in the life of any organization as long as there are people competing for resources, jobs, recognition, security and power. Furthermore, that will be a great challenge for management to deal with conflicts. It is very important for an organization to defined conflict is not negative but is good to improve the organization effectiveness.

        The traditional definition of conflict was a bad consequence from lack of trust between people, poor communication, and also the failure of managers to be responsive to the aspirations and needs of their subordinate. Besides, conflict was always discussed with the terms destruction, irrationality and violence. Moreover, conflict was a different of ideas, views and opinions among people. Conflict always happen when there are more than two people see the things from different view according to their own knowledge, beliefs, background, education and culture.  

        In addition, conflict is a disagreement among two or more organizational members or teams. Conflict happen because people do not agree on perceptions, issues, goals, and also because people inevitably compete. (Plunkett, 2005)

        Despites conflict is often defined as disagreements brought about by incompatible interest and goals, conflict may occur even when people have highly compatible goals. When people’s actions are incompatible, conflict exists, even when their desired end-states are compatible.

Types of organization conflict

        Since the conflict has positive and negative definition and consequences, the differentiate is depends on how it is managed for organizational benefit. Top Management must understand the situation and decide whether is to stimulate the conflict or solve it. According to Thomas Schmidt, normally managers are spending up to 25 percent of their working time in dealing with different conflict situation.

        Therefore, it is very important to understand the various type of conflict that are happened in organization so we can devise some standardized skills to deal with those conflict. Thus, organization have the conflicts that originate in individuals, conflicts that result in the relationship between individuals,  and conflicts that have basis in the interactions between the groups. All of these conflict may defined as 1. intrapersonal conflicts, 2. interpersonal conflict, 3. interdepartmental conflict. Besides, each of the conflicts raises different problem about the three types of conflict and each of them emphasizes different type aspects of conflict resolution or conflict management.

        First, intrapersonal conflict is a conflict that internal to a individual and this was the most difficult type of conflict to manage and analyze. This conflict have their basis between two incompatible tendencies. Intrapersonal conflict arises when there is a stimulus evokes incompatible tendencies and the individual need to discriminate between the 2 different tendencies. In this situation, it is very common for the individuals to feel frustrations and the conflict within the individuals may expressed in a range of behavioral strategies such as boredom to absenteeism. In this case, it will affect the organization effectiveness.