The paper "Various Principles and Theories of Conflict Management - the UAE " is a perfect example of a management case study. Conflict is endemic in the organization workplace due to the varying cultures, beliefs, opinions, strength and weaknesses of individuals within the organization workforce. Conflict within an organization is inevitable. It is also claimed to be pervasive in nature and also ubiquity (Castro & Nielsen, 2001). On the other hand, the conflict also has a multitude of meanings however scholars claim that conflict within an organization leads to it to be considered ambivalence leading to uncertainty of the meaning of conflict, relevance and how best to cope up with conflict within the organization (David, 2012).
Further, organization conflict is associated with the instability and equilibrium of the organization design which is linked to the irritability, inefficiency, violence and destruction. However, the scholars claim that organization conflict is fostered by an antagonistic interaction between the organization workforces. In addition to this, they also point out that conflict arises from the interaction of personal and group interaction among the organization workforce (Raines, 2012).
This paper highlights the various principles and theories of conflict management using a real-life example from the UAE on how best conflict management utilises them to overcome challenges. Literature review The organization structure is characterized by a living system that is comprised of interacting units that are mutually dependent in their performance of various tasks and within a structure where the resources are scarce (Farooq and Hussain, 2010). Therefore, the possibility of conflict occurring in such a setting is quite high. Organization conflict, in this case, could be related to the distribution of resources, the basic nature of the interaction between the organization workforce as well as the organization structure.
Due to goal incapability within the organization workforce conflict is bound to develop in a dynamic fashion (Oetzel & Toomey, 2003). Since conflict is not a predetermined concept within the organization, viewing it from a negative perspective does not always appear to be erroneous. In this case, Zartman (2007), argues that conflict within an organization is not always a bad thing as it might be perceived, thus, when implementing change and ensuring a smooth transition of change within the organization conflict has to be present. Kartz (2015), stresses that organization conflict occurs in a variety of forms with causes that vary.
Further, he points out one form of conflict to be a structural conflict which is related to the need for interdependence between the sub-units of the organization, role conflict which is related to conflict resulting to a set of prescribed behaviors within the organization workforce and resource conflict which relates to the conflict arising from competition of the organization's resources between the interest groups within the organization.
Robinson (2015), on the other hand, identifies three main sources of organization conflicts. According to him, communication is one main source of conflict within the organization, communication in this case breed miss-understanding within the organization, therefore, causing conflict between the organization workforces. Organization structure is also another source of conflict within an organization as pointed out by Robinson, 2015. Persona attributes and thoughts is also another source of conflict which breeds differences in opinions within the organization.
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