Public relations 1

Public Relations

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In today’s Society, Public Relations is vitally important because modern science has

found that the adjustments of individuals, groups, and institutions to life are necessary for well

well-being of all (Bernays 2013). According to his book Public Relations covers three fields of

activity: information, persuasion, and integration. With advancements in technology, human

relations in society have become a problem. This essay will explore ways of managing conflict in

the organization while pointing out some of these conflicts.

Conflict is certainly one of the major organizational marvels. (Pondy 1967) observed that

organization theories that do not pay adequate attention to conflict provide poor guidance in

dealing with problems of organizational effectiveness. Content analysis of syllabi on

organizational behavior courses for MBA students by Rahim (1981) indicated that conflict was

the fifth most frequently mentioned among 65 topics.

The Classical View of Organizational Conflict

The Classical Organizational theorist believed that conflict was disadvantageous to the

success of the organization and therefore it ought to be minimized. This approach assumed that

harmony, cooperation, and the absence of conflict were appropriate for attaining the efficacy of

the organization.

Taylor (1911): An American Mechanical Engineer believed that the functioning of the

organization would improve if the following scientific management principles were followed.

 The development of true science of work that involves determining a fair day’s work

 Scientific selection and progressive development of workers

He believed that conflicts between labor and management would disappear if these principles

were followed but later on, he was subjected to too much criticism by the labor.
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Fayol (1916/1949): A French Executive, he suggested that managerial functions, such as

planning, organizing, command, coordination, and control, apply to all sorts of organized

human endeavors. He also had principles such as; unity of command, span of control, and

division of work which are commonly used up to date.

Weber (1929/1947): A German Sociologist who proposed a bureaucratic structure of

organization which had the following principles;

 A well-defined hierarchy of authority

 Division of work based on functional specialization and others.

Fallot: she noted the value of constructive conflict in the organization.

In conclusion, except Fayol all other theorists believed in the minimization of conflict for the

effective operation of the organization.

Modern View of Organizational Conflict

The goal of the organization is not harmony, but to design a system capable of analyzing

and solving its problems (Whyte, 1967). Just like the Classical View, the Modern View also aims

at minimizing conflict.

With continuity of discussion two opposing viewpoints on the outcome of conflict were

presented which include the Functional and Dysfunctional outcomes

Functional outcomes

 Conflict may stimulate creativity, innovation, and change.

 Organizational decision-making processes may be improved.

 Alternative solutions to a problem may be found.

Dysfunctional outcomes

 Conflict may cause job stress and dissatisfaction.

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 Communication between individuals and groups may be reduced.

 A climate of distrust and suspicion can be damaged.

Since Conflict has both negative and positive impacts, an organization should aim at

reducing the negative impacts while maximizing on the positive ones.

Conclusion

Since conflict is unavoidable, all organizations should aim at coming up with ways to

eliminate and ensure the complete effectiveness of the organization, consequently, everyone

should develop good communication skills and this will enable one to interact well and present

his or her ideas well with other colleagues.

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References

Bernays, E. L. (2013). Public relations. University of Oklahoma Press. Available at

https://books.google.com/books?

hl=en&lr=&id=wBFP_qrOYk8C&oi=fnd&pg=PP2&dq=public+relations&ots=G2Se8IU

owu&sig=AjOcmFF-6OmkJqgSb-4nc1e6iaU

Rahim, M. A. (2023). Managing conflict in organizations. Available at

https://books.google.com/books?

hl=en&lr=&id=zQa6EAAAQBAJ&oi=fnd&pg=PA1934&dq=ways+of+managing+confl

ict+in+the+organization&ots=sFFIHrt0PY&sig=dYlEVhI14d6C4IH9TMfPiNeW83o