Essay Title: 

conflict management and conflict resolution from the perspective of manager and transactional leader.

March 29, 2016 | Author: | Posted in public administration, social sciences

CONFLICT MANAGEMENT AND CONFLICT RESOLUTION

Management and Transactional Leadership Perspective

Conflict Management and Resolution

Introduction

Conflict is an integral part of human society . When a number of people of interact with their own individual perspectives , view points ideologies , cultural and social backgrounds and intellectual development then differences and debates are bound to arise as a logical and inevitable consequence of the interaction (Killian and Pammer Jr . 2003 3 . These differences , acted upon by incompatible interests of attaining personal gains and objectives , change into conflict within groups and organizational structure [banner_entry_middle]

(Rahim , 2001 ,1 . As stated by Bisno (1988 conflict can reflect simple aims of opponents in gaining advantage over the competitor , to injuring or eliminating the competitor , thus leading to intense and sometimes unpleasing consequences . Therefore it is essential to educate people on understanding and handling conflict and treat as an integral component of a democratic society that is important for developing a healthy social life (Killian and Pammer Jr . 2003 , 3

Within the structure and scope of modern organizational setups , conflict has emerged as a major challenge for managers . It has been often identified as a reason for waste of precocious human time and resources and has made managers to spend their over 20 of time in dealing with conflict and its consequences (Thomas Schmidt , 1976 . However against common perception effects of conflict are not always negative and on many occasions they have benefited organizations by uncovering persistent problems and opening channels of communication that helps in highlighting problematic areas for their better resolution (Robert 1990 . The functional and dysfunctional effects of conflict as presented by Rahim (2001 ) are

Functional outcomes

Conflict can encourage innovation , creativity and growth

Brings improvement to alternative solutions of disputes

Can lead to joint solutions to the common problems

Enhances individual ‘s and group performance

Leads to new approaches in dealing with individuals and groups

Dysfunctional outcomes of conflict

May create job stress , depression and dissatisfaction

Lead to reduction in group and individual communication

Can lead to a climate of distrust and suspicion

Relationship damages may occur

May cause impairment of performance in jobs

Organizational commitment and loyalty can be adversely affected

Therefore it is essential for a manager to effectively deal with conflict through understanding the accompaniment issues in conflict management and create an environment where its negative effects are minimized while its positive effects are accentuated to the benefit of the individual and the organization

Nature of Conflict

The work nature and pressure in today ‘s world have made conflict an unavoidable part in life of people living here . The assignment , levels of responsibility , distribution of work , challenging goals , and coping up with different personalities and individuals give rise to conflict within society and organization (Bergman and Volkema 1989 . These issues have led to a number of studies to evolve models and strategies in dealing with conflict and its consequences

Choosing among the number of definitions regarding conflict , Baron (1990 ) indicated towards a five elements that characterize conflicts These are

1 . Conflict is… [banner_entry_footer]

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