Conflict Management and its Impact on Employees’ Performance

Introduction

The relationships among the individuals are important in promoting the harmonious ambience in the workplace. Within the management, the relationship also promotes the positive outcome and creates suggestion in achieving the organizational goals. But in the pursuance of each individuals in their goals, conflicts may arise that can deteriorate the value founded in the organization.

Background and Problem Statement

The relationship conflict in work can be part of the competition between individuals but need not lessen the innovativeness of the individuals. In the study of conflict management, the assessment of the relationships in conflict can be characterized to result in damages. The relationship conflicts find within the organization can be associated with the negative outcome in their work. Because of theses concluded outcome in the previous study of conflict relationships, managers are suggested to not immediately eliminate the conflict from their team. Instead, they are expected to encourage the negative individual reactions to be part of the growth of the entire team (Shapiro, et al., 2009). Since the relationship conflict affects the positive functions of individuals, the best recommendation that can be emphasized is the conflict management training. However, what is the impact of conflict management in an individual and even in team’s performance?

Research Aim and Objectives

The main aim of the study is to investigate the most applicable conflict management scheme that will create a positive effect in the performance of an individual or for the team. In order to facilitate the investigation, there are three objectives that need to be satisfied. First is to identify the reasons on why the conflicts arise in the workplace. Second is to describe the actions taken by the management to handle and control the conflicts in connection to the related theories. And third is to state the common effects of conflicts within the organization.

Literature Review

The managers have the opportunity to discover the competency among the individuals through understanding the causes of conflict situations in most of the organizations. In addition, this will give them the way to manage such situation. However, most of the organizations have unresolved conflicts that create adverse organizational effects. The conflicts can greatly influence the team-work and output of each individual and management may find it more difficult to resolve. Through learning the conflict management, a manager can learn the types of conflict that are common within the organizations and the associated effects. Commonly, the attitude of the organization in the presence of conflicts affects the collaboration and communication among the people. The attitude can be described as the refusal to share the achievements. In some areas, the conflicts may arise in the allocation of funds is common but this is through to aim of achieving the most applicable and appropriate research program and the smooth facilitation of the project. The participation of the individuals are important in achieving the work culture in the organizations, but with the presence of the conflicts, the misunderstanding and other factors that will delay the achievement of the goals may arise. There will be differences among the conflicts and it is said to be healthy is there is a conflict between the team having the same aim for the present organizational objectives. On the other hand, the conflict may be unhealthy if the team or the people fail to collaborate because of the past grudges. In this case, the elements of power, demands, and worth play a special role in triggering the organizational conflicts.

Methodology

The suggested method in the study is the use of survey and interview. In the first phase of the study, the survey will be given to the participants who are the employees of a certain organization. The employees can be contractual or regular and with years of experience in working in their organization and may come in different departments. There will be a 100 number of participants who will answer the questionnaire in a Likert Scale form. Through the use of the survey, the researcher/s can identify the perception of the employees regarding the conflicts and its management within their workplace. On the second phase of the study, the interview will be held in the management. The participants are the managers. Through the interview, the researcher/s can identify the actions taken by the leaders in solving the conflicts. The use of the method can help the assessment of conflict management and analyzing the impacts it delivers towards the performance of the individuals.

References:

FAO, (2006) Session 6. Conflict management case study: Dr Agadir, Food and Agriculture Organization [Online] Available at: http://www.fao.org/docrep/w7504e/w7504e08.htm#case%20study:%20dr%20agadir [Accessed 18 August 2010].

FAO, (2007) Session 5. Conflict management, Food and Agriculture Organization [Online] Available at: http://www.fao.org/docrep/w7504e/w7504e07.htm [Accessed 18 August 2010].

Shapiro, D.L., Chen, G., Sharma, P.N., & Edinger, S., (2009) Individual Difference in Innovative Performance as a Reaction to Relationship Conflict: The Moderating Effects of Employee Collectivism and Empowerment [Online] Available at: http://www.management.wharton.upenn.edu/CalendarDocs/Shapiro_Debra.pdf [Accessed 18 August 2010].

Organizational Conflicts and Its Effect on Performance

Introduction

Conflicts within the workplace might be consisted of various factors. Conflicts, as we all know, delivers nothing but bad results and the increase number of conflicts in an organization might result in negative effects. The perceived effects can affect the entire operation and processes in the organization.

Background and Problem Statement

What is a conflict? Conflict appears in a common scenario when two employees are not getting along. The probable usual root-cause of the conflict arises from their personality differences. In an organization, the leaders or HR can bring the solution and fix the conflicts (Lewin, 2001; Giesen, 2007). It is important that the leaders pay attention on coming up the solution because all the employees are important within the organization. If the internal interventions or solutions created by the leaders is not effective or in delayed might intensify the situation between the employees. As a result, what would be the effects of organizational conflicts on the performance of employees?

Research Aims and Objectives

The main aim of the study is to provide essential ideas regarding the effects of organizational conflicts on the performance of the employees or in the overall organizational performance. To support the main aim of the study, there are three objectives that can guide the entire study to point-out the existing results of conflict in the performance.

(1) To determine the most common reason in organizational conflicts or workplace conflicts.

(2) To understand the underlying principles of the two opposing teams or employees.

(3) To recognize if there is any advantages and disadvantages within an organization once the conflict exists.

Literature Review

The work performance in the organizations in Kenya can be explained through the implication of business globalization. Therefore, diversification in the cultures within the workplace may arise. Kenya has large and have bigger market share than domestic firms and currently dominating the manufacturing industry. In addition, the Kenyans hold most of the position in an organization that turn to be the effect of their culture and management practices (K’Obonyo and Dimba, 2007). In a diversified workplace, there is a high potential for conflicts that may gradually affect the productivity. Performance is defines as the employees’ perceptions on their exerted effort in their attitudes in their job and in the entire team (Jehn, 2000).

Organizational conflict is opposed to the applied term in cooperation that sometimes shows the involvement of the emotions and feelings (e.g. masculinity vs. femininity). It is often manifested as an open discussion between individuals or groups in an organization that can reflect in both negative and positive results. Conflict, when becomes larger can be destructive (Ikeda, Veludo-de-Oliveira, and Campomar, 2005). Based on the previous studies, the results are divided into two effects of organizational conflicts. It can both close the communication channels and destroy the trust, or provides benefits for the innovation, cooperation, and builds value in the diversity.

Methodology

The applied method in the study is through the use of the survey and interview. The suggested method will definitely serves as the window of the study in determining the effects of organizational conflicts on the performance particularly in Kenya. The application of the method is an advantage for the study to identify the reason of the conflicts as well as the results that may affect the performance of the individuals and in the organization. In addition, the HR and organizational leaders’ effort in finding the solution can be also measured.

Research Procedures and Questions

The method procedures divided in two processes. First, the survey is under the process of Likert Scale that will take effect on the employees within an organization. Second, the interview process is conducted under for the five participants that include the management leaders, managers, supervisors, and HR managers. The two processes will contribute in determining the effects of the organizational conflicts because there is an investigation within the workplace.

As for the questions, there are three essential questions that might include in the interview process.

(1) What are the hints or clues to recognize that there is an organizational conflict?

(2) What are the applied solutions or the quick fix involves in the organizational conflicts that provides by the leaders or managers?

(3) What are the recognized negative and positive effects of organizational conflict?

Conclusion

Organizational conflicts are natural in the workplace but can be destructive if the conflict is beyond the control of the organizational leaders. It is better to understand the reasons behind the conflicts to provide the quality solutions.

References:

Giesen, G., (2007) “Organizational Conflict: What You Need to Know”, Accessed 24 May 2010, from http://www.greggiesenassociates.com/pdf/ORGANIZATIONAL_CONFLICT.pdf

Ikeda, A.A., Veludo-de-Oliveira, T.M., & Campomar, M.C., (2005) “Organizational Conflicts Perceived by Marketing Executives”, (EJIBO) Electronic Journal of Business Ethics and Organization Studies, Vol. 10, No. 1, Accessed 24 May 2010, from http://ejbo.jyu.fi/pdf/ejbo_vol10_no1_pages_22-28.pdf

Jehn, K., (2000) “Benefits and Detriments of Workplace Conflict”, The Public Manager, Vol. 29, No. 2.

K’Obonyo, P., & Dimba, B., (2007) “Influence of Culture on Strategic Human Resource Management (SHRM) Practices in Multinational Companies (MNC) in Kenya: A Critical Literature Review”, Accessed 24 May 2010, from http://www.strathmore.edu/research/strategic-human-resource-mgt.pdf

Lewin, D., (2001) “IR and HR Perspectives on Workplace Conflict: What can each learn from the other?”, Human Resource Management Review, Vol. 11, No. 4 Accessed 24 May 2010, from http://www.sciencedirect.com