Essays on Resolving of Substantive and Emotional Conflicts in the Organizations Case Study

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The paper “ Resolving of Substantive and Emotional Conflicts in the Organizations" is a spectacular variant of a case study on management. Conflict can be defined as a state of persistence unresolved differences between people, groups or within an individual. The parties involved in the conflict usually have a pressing need which should be addressed and they get frustrated because they are not in a position to get what they believe should be given to them or they have been denied what they believe should be rightfully theirs---promotion, wage increment, gift, and many others.

It can extend to disagreement for social issues within the working environment due to a lack of understanding between individuals or a group of people within the organization (Resnick, 1983). Such kind of conflict is detrimental to organization performance has it can hinder the performance within the organization. Nelson and Campel (2003) say that conflict cause persistence friction among groups and individuals hence hindering the smooth flow of work in a company. There are majorly two types of conflict that can exist in any organization and these are; substantive conflict and emotional conflict (Nelson and Campbell, 2003).

Substantive conflict can be defined as the disagreement which exists between two or more groups or individuals over the goals or ends to be pursued and accomplished within an organization and the means to be used in their accomplishment, this kind of disagreement is usually principle-based conflict like difference on accounting principle to be used in profit realization method in an organization or method to be used in resolving a conflict which exist in a company (Plaks et al, 2005).

This type of conflict is majorly common in large companies with the different department who have different objectives and goals to achieve. This is because as each and every department will try to achieve its goals, friction will arise more so if the goals are parallel but interdependent in one way or the other. The second type of conflict is emotional conflict. In most cases emotional conflict occurs between groups or individuals and it can be defined as interpersonal differences or difficulties that comes out as a result of feelings of anger, betrayal, dislike of either party, fear of unknown action from either party, resentment and mistrust among the parties (Mc Shane and Von Glinow, 2002).

People have different moods each day, likes and dislikes, taste and preferences and make them be unique and different from one another. If these differences are not managed well they can result in irreconcilable conflict within the organization (Adler, 2002). Since it is a very common type of conflict in any organization, the management should take a keen interest in handling this kind of conflict whenever it arises as it can slow down the organization performance due to the fact that the parties in the conflict will not be free to work with one another. Both conflicts can be theorized as social and it is the approach that has been used to categorize the two.

According to this approach or theory, the main point of concern is usually imbalance existing regarding resources, money, and power. This conflict, just like it is witnessed by John and Tania, can happen in any setting---industrial, firm or familial. While researches continue to discover new elements, social theory resonates around details on how when and where socially related conflict can occur.

The reason behind the actions of the social groups falling apart is always dependent on the mutual benefit attached (Adler, 2002).

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