MANAGEMENT

Conflicts in Organizations

Conflict in Organizations

What is an Organization?

We understand social organization with a relatively defined limits, deliberately created a permanent basis for the achievement of objectives, which combines human and material resources, whose essence is the division of labor and coordination, and intra-organizational processes involving one and interorganizational and a specific culture. However, this definition does not imply that organizations work perfectly. No organizational growth without conflict and any situation of apparent lack of conflict is but a brief interlude in the course of organizational life to another more or less conflicting situation. Most human interactions are characterized by disagreement and conflict, and those that occur in the context of organizations are no exception. Typically, live in the midst of internal or external conflict. Conflict is inherent in the life of every organization and every individual.

What is conflict?

We specify that we mean by conflict, since this term can be used referring to different realities and situations. The organizational conflict is a disagreement between two or more members of a company due to the fact that they have to share scarce resources or activities and may also originate from the fact that they have status, goals, values ??or different ideas. It can also be viewed as the process that begins when one party realizes that the other has frustrated, or will frustrate some of their interests. The consequence is that members of the organization disagree, or part of it, try to make your cause or point of view, prevail over the other. In this situation, the most important is how conflict is handled and what are the results. Determine if the conflict is functional (to grow) or dysfunctional (paralyzes organizational life) (Vayrynan, 2001, pp. 239).

Positions on the conflict

There are different attitudes to the conflict whose organizational change in the last four decades is quite significant. The concept of conflict as inherent to organizational life can be considered relatively recent.

To conflict, the prospects of operating personnel protagonist Claims vary from those of managers, generally conflict resolver. The second answer to what should be a negative assessment would place responsibility for the situation in the first place a weight closer to reality, since he suffers the direct consequences of inappropriate treatment of the conflict.

The current concept holds that conflict is inevitable and even necessary organizations, regardless of the activity they perform. This attitude towards the conflict does not imply that an excess of conflict situations is seen as functional for the organization can harm individuals and prevent the disclosure of organizational goals. It is postulated that the conflict, properly treated, can lead to finding better solutions to problems, the conflict can be seen as an instrument of innovation, of change in the company. From this perspective, the managerial task is not to eliminate, or resolve all conflicts, but to manage them properly and get the most benefit to the organization, even to provoke them in situations where their absence would hinder the effectiveness of the organization (Sheehan, 1975, ...