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In the discourse about the assessment and management of intraorganizational conflict within a company, Jessica Katz Jameson highlights the various facets of these conflicts. These consist of the sources of dispute, their qualities, the management techniques and the wanted outcomes. However, of interest here is how the author characterizes the sources of these disputes.
In this discussion, an attempt to reveal the characterization of the sources of conflict without examining the characteristics and the type taken by the conflicts is an effort in futility.
According to Jameson (1999 ), conflicts occur when interdependent parties have really unlike and incompatible frame of minds and interests. Intraorganizational disputes take different kinds depending upon the source
Casual disputes take the type of casual arguments or distinctions in points of view and opinions in between co-workers, workers and supervisors, in between factions within an organization and even interdepartmental Disputes. Casual disputes take place primarily due to varying values, beliefs, opinions along with perception concerning to how work should be accomplished (Jameson 1999).
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Shapiro and Rosen (as mentioned in Jameson, 1999) even more classified casual disputes as those whose sources are relational distinctions and those that emerge from differences in viewpoints regarding how jobs should be brought out.
Relational distinctions consist of personal differences between members of an organization or differences in opinion concerning to management design. Job conflict on the hand pertains to distinctions in matters regarding to authority and/or responsibilities along with distinctions in understanding and analysis various concerns. Others [1] have used words such as subjective conflicts and objective conflicts in trying to classify various forms of conflicts.
Formal conflicts are of a different dimension.
They are characterized by formal complaints about such issues as: Contravention of human rights within an organization or policy violations. In several instances, formal conflicts result in legal action usually by an employee against an organization. Formal conflicts occur due to issues regarding to dismissal, benefits, absentee policies, safety standards, discrimination, rules and regulations of work and promotions. Employees feel that they are not being treated fairly. Formal conflicts have been a subject of much interest in recent times due to the rising number of costly court cases between the employees and organizations.
Question 2. Is it important or necessary in an organization to understand the sources of conflict within an organization, as we have an autocratic structure that can impose a resolution?
Understanding the sources of conflict within an organization is important because of the following reasons:
a) It can help in unearthing potential conflicts before they happen. Usually conflicts do not just happen but follow a distinct pattern that can be detected by knowledgeable persons. Early detection would allow for action that would ensure that the conflict never gets out of hand. This would result in saving the parties involved time money and misery.
b) It assists the disputants, managers and third parties involved in selecting the most suitable method of resolving particular conflicts. An imposed resolution may serve an important purpose in a conflict resolution but may fail to achieve the most satisfying solution for the parties involved. There are differing concerns and interests that form the conflict resolution goals for the parties and these have to be put into consideration when seeking a resolution strategy. Some of these interests include: Cost reduction, timeliness, privacy and confidentiality, fairness, maintaining relations and establishing a precedent. These concerns may not be adequately addressed if a resolution has to come from an autocratic authority with an own interest and concern.
c) Autocratic Structure of conflict resolution would be of little use in formal conflicts that are likely to result in litigation. Litigation is an undesired outcome due to the costs incurred by either party (time and money); especially depending on the way the judgment goes. Litigation has served to increase the need for dispute systems within organizations.
d) Understanding the sources of conflict within an organization assists in the development of effective organizational conflict management. This creates a conducive work environment and reduces work related stress. This would in turn have a positive effect on employee satisfaction and productivity. Understanding sources of conflict should thus be a goal that is pursued by all members within an organization.
Different Kinds Of The Intraorganizational Conflicts. (2017, Mar 03). Retrieved from https://studymoose.com/different-kinds-of-the-intraorganizational-conflicts-essay
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