As we have learned this week, conflict is not always a bad thing. In fact, conflict can bring about positive outcomes if managed correctly. Using your place of employment, business, firm, or organization, discuss how conflict could actually benefit your organization. When doing so, discuss how conflict could serve as a means to solving problems and bring about positive change. Also, discuss how your management and leadership skill could help in the conflict and negotiation processes in a way that would be beneficial to all parties involved. Be very specific, and if possible, use real-life examples.
It’s hard to avoid conflicts in an organizational setting, and they can be detrimental to the development of an organization. Nevertheless, they can be effectively used to promote the outcomes of the organization. Conflicts represent differences in ideologies and personalities among the individuals involved. Subsequently, they offer an opportunity for open-mindedness and discourages group thinking that might be detrimental to the innovativeness required for organizations to remain competitive (Kazimoto, 2013). Leaders can manage conflicts to ensure that it serves as a catalyst rather than a challenge to employee productivity and organizational performance. For instance, two employees working in the design department argued about the best design for a new product in the food industry. As the supervisor, I engaged appropriately to facilitate them to work together on one design rather than each providing their own. In this light, conflict in the team was as a result of conflicting ideologies, showing that they were a high-functioning team.
The leadership needs to connect the different perceptions and approaches within the organization for them to be productive rather than lead to conflicts that might escalate to major challenges for the company (Tyssen, Wald, & Spieth, 2013). In this context, facilitating communication and encouraging teamwork is fundamental for progress. Identifying the source of conflict is important in attempting to resolve conflicts. Notably, the design department was facing challenges due to resource allocation. Additionally, the roles of each employee in the process were not appropriately described, leading to duplication of labor. The result of the situation was increased internal competition for resources and differences in ideologies. Making the conflict to be beneficial for the organization required addressing the roles of each worker, and ensuring that enough resources were channeled to their activities, while ensuring that they engaged in healthy competition that was productive.
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