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Conflict Management and Potential Oppositions or Incompatibilities
Conflict Management and Potential Oppositions or Incompatibilities
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Submitted By. 17232720-074
The practice of recognizing and dealing with disputes in a rational balanced and effective way. Conflict
management implemented within a business environment usually involve effective communication
problem resolving abilities and good negotiating skills to restore the focus to the company’s overall goal.
(BusinessDictionary, 2018)
Conflict management is the practice of being able to identify and handle conflict sensibly, fairly ,and
efficiently. (Study.com, 2018)
STRUCTURE: Charlotte and Mercedes both work at the Portland furniture , a large discount
furniture retailer. Charlotte is a salesperson on the floor, and Mercedes is a company credit
manager. The two women have known each other for years and have much in common: they
live within two blocks of each other, and their oldest daughters attend the same middle school
and are best friends. If charlotte and Mercedes have different jobs, they might be best friends
themselves, but they are frequently fighting battles with each other. Charlotte job is to sell
furniture, and she does it well. But most of her sales are made on credit because Mercedes job is
to make sure the company minimizes credit losses, she regularly has to turn down the credit
applications of customers with whom charlotte has just closed a sale. Its nothing personal
between the women; the requirements of their jobs just bring them into conflict. The conflict
between charlotte and Mercedes are structural in nature. The term structure in this context
includes variables such as size of the group, degree of specialization in the tasks allocated to
group members, leadership styles, reward systems, jurisdictional clarity, and the degree of
dependence between groups.
Specialization and size can encourage conflict. The larger the group and the more specialized its
activities , the greater the occurrence of conflict. There is adverse relationship between tenure
and conflict. When group members are younger and turnover is high, the potential for conflict is
also high and all this ensures uncertain outcomes. (Organizational Behavior, 2012)
The interaction of interdependent people who consider opposition of goals, objectives, and
values, and who see the other party as potentially intervening with the realization of their goals.
The basis of conflicts therefore lies in the interdependent behaviors of organizational members,
the consideration of incompatibility regarding various issues, business affairs and matters in
organizations, and the role of interaction that allows expression of incompatibility. While
conflict is an optimal level, satisfaction and lack of interest should be minimized, motivation
enhanced through the creation of a challenging and surprised environment and organizational
structure with strength that makes work interesting. (Robbins, Odendaal, Roodt, 2003).
PERSONAL VALUES: Have you ever met for whom you felt an instant dislike? You disagreed
with most of the opinions has expressed. Even insignificant characteristics- the sound of his
voice, the sneer when he smiled, his personality-annoyed you. We have all met people like that.
When you have to work with such individuals, the potential for conflict rises. Our last element
of potential sources of conflict is Personal variables, which includes personality, emotions,
values, attitude and behavior of an individual towards something or someone. (Organizational
Behavior, 2012)
No two persons can be of the same temperament and intelligence. That is why the clash of
personalities can be a barrier. Emotionalism leads to irrationalism and no body is ready to listen
to our irrational talk. Our response towards something or someone is often influenced by our
attitude, values and opinions. If response is according to our hopes, we react to it favorably, and
performance outcome will also b favorable towards organization’s goals, whereas we tend to
reject disagreeable response. Similarly, emotions of anger, fear, or hatred affect the meaning of a
message. (Business Communication, 2012)
MODEL:
Potential oppositional channels conflict management performance outcome
communication
Performance
Structure Conflict management
outcome
Personal values
Works Cited
(2012). In P. I. Hashmi, & P. Rizwan-Us-Saeed, Business Communication (p. 306). Lahore,
Punjab, Pakistan: Azeem Academy.
(2012). In S. P. Robbins, & T. A. Judge, Organizational Behavior (p. 676). Los Angeles;Miami,
California;Florida, America: prentice Hall.
Bizcom_coach. (2015). Retrieved october 5, 2018, from What is Communication? | Meaning of
Communication: https://bizcommunicationcoach.com/what-is-communication-meaning-
of-communication/
BusinessDictionary. (2018). Retrieved october 5, 2018, from conflict management:
http://www.businessdictionary.com/definition/conflict-management.html
BusinessDictionary. (2018). Retrieved october 5, 2018, from Structure:
http://www.businessdictionary.com/definition/structure.html
BusinessDictionary. (2018). Retrieved october 7, 2018, from personal value:
http://www.businessdictionary.com/definition/personal-value.html
HRZone. (2018). Retrieved october 5, 2018, from What is Conflict Management?:
https://www.hrzone.com/hr-glossary/what-is-conflict-management
MYRKOTHUM. (2013). Retrieved october 7, 2018, from Do You Know Your Personal Values?:
http://www.myrkothum.com/personal-values/
Study.com. (2018). Retrieved october 5, 2018, from What Is Conflict Management? - Definition, Styles &
Strategies: https://study.com/academy/lesson/what-is-conflict-management-definition-styles-
strategies.html