Organizational Conflict management

Abstract

The paper is subjected to highlight the human behavior in organizations into different perspectives, in which it major focuses on the conflict management and its occurrence in the organization. The research can be parted into two categories: descriptive and normative. Descriptive research is concerned with those things that are addressed to its own self and aims at gathering of primary knowledge, whereas normative research is concerned on the prediction of the things that how it should be. This twin perspective is most evident in the approaches of conflict management issues in organizations. Descriptive approaches hold conflict as unavoidable retention and pay concentration on the management part. On the other hand, normative approach displays beliefs and attitudes that identify conflicts as destructive and disturbing factor of human behavior in organization and promote to eliminate conflict for the success of well being. This research paper is designed to highlight the descriptive mode of inquiry in reflecting a framework of conflict in organizations.

Table of contents

Abstract1

Introduction to Organizational Behavior3

Organizational conflicts3

Examining Organizational Conflict4

Variety of Human Needs4

Sources of Conflict4

Personal5

Functional5

Styles of Conflict management5

Managing Intrapersonal Conflict6

Managing Interpersonal Conflict6

Managing Interdepartmental Conflict7

Locating a super ordinate goal8

Conclusion8

Organizational Conflict management

Introduction to Organizational Behavior

Under the settings of organization, human behavior is the study of organizational behavior that explains how good the interaction of human behavior is and the organization itself. It is important to notice that these interactions are ruled by several factors including individual's personal life status, the personality of reporting authority, team and the head of the organization. For instance, we study the individual behavior of the company's entrepreneur and one of its employees without considering the organizational behavior. But it is the relation of two manifolds that depends on the influences of organization and influenced organization by their individuals. Therefore no one can completely understand the behavior of individual without knowing about the influence of organization.

Organizational conflicts

Conflict is a widespread virus that present to all social and professional life. It is an unavoidable element of livelihood because it is deeply connected to the scarce resources, power relations, divisions of functions and role-differentiation. Conflicts are ubiquitous and acquire a massive number of intentions to generate harsh engagements to make uncertain terms. Organization is a living system of interacting units that performs the tasks in a mutually dependent manner within the structure. It is been observed that organizational conflicts belong to the distribution of resources, designations, favoritism and job dispersion. If an individual finds situation of discrimination in a common structure, the dynamic fashion of conflict develops and leads the organization to the destructive consequences and escalating strategies. Organizational conflicts can be expected to occur at the time of increments and development course of some individuals.

We need to mention that conflicts are not entirely poor for the health of organization as it sometimes tends to the neutral point of view and moves the company step ahead. It is fact that conflicts are not suitable or even can cause number of problems but somehow it requires for bringing the change in ...