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The paper “ Conflict Management in Organizations - Communication, Culture of Partnership, Principles of Fruitful Conflict Prevention and Resolution” is a delightful example of an essay on management. Organizational communication is important in managing the manner in which employees conduct business in the organization. However, it is unimaginable to have such an efficient organizational communication devoid of conflicts. Conflicts are natural and organizations will encounter various types of conflicts given that individuals have differing opinions, while others cannot admit people’ s different views. A lot of organizational conflicts are dangerous and not to have any conflicts at all is unusual.

In general, conflict is unavoidable and even desired. Tjosvold (2008) notes that “ to work in an organization is to be in conflict. ” AimOrganizations have different cultures, and therefore, organizational communication is a vital component of organizational climate. Organizational communication offers a channel through which folks stimulate senses in the minds of other individuals by means of verbal or non-verbal messages. Efficient organizational communication requires that the receiver comprehends the implication of the message and directs it to the sender through some expected responses. Each organization must facilitate communication in numerous directions: downward, upward, horizontal and diagonal (Bendersky, 2003). Richmond et al.

(2005) state that communication engages an integrative role in conflict and conflict management. This plan seeks to adopt a proactive, tactical approach to managing conflicts within Empire Systems. This will enable the managers to reduce the percentage of their time handling conflict-related matters. This is a big responsibility in view of the fact that conflicts can potentially weaken organizational operations by prompting resignations, accidents, absenteeism, and overtime. They may as well debilitate individual health and happiness.

On the contrary, Ivancevich and Matteson (2002) note that conflicts can stimulate creativity, innovation, and organizational improvement. ApproachPreventing ConflictsA “ culture of partnership” can support the employees and managers to productively work together. The parties will be able to address issues within Empire System’ s various programs and services before they turn into sources of conflict. Such a culture can be created by promoting a positive work environment and establishing effective communication channels among the board, managers, and employees (Richmond et al. 2005). A Positive Work EnvironmentA positive work environment benefits the board, managers, and employees.

In such a setting, employees feel good about themselves as treasured people whose successes are appreciated. They feel cheered and involved and are at ease that their contribution is making validated progress. Moreover, they feel that their knowledge is valued so that they can pay attention to what they do best. Realizing and sustaining a positive work environment necessitates collaboration on the part of the board, managers, and employees. Employee involvement helps to develop and maintain relations of mutual trust and respect with the board and managers, the company enhances employees’ aptitude to succeed (Hener, 2010). Effective CommunicationEffective communication is vital to building interactions of mutual trust and collaboration.

Even as employees may share the same goal, everyone views the company’ s needs from a different perception. Therefore, effective communication can help each party to recognize and accept the viewpoint and offerings of the other (Richmond et al. 2005). Effective communication at Empire Systems can be promoted through.

References

Bendersky, C. 2003. ‘Organizational Dispute Resolution Systems: A Complementaries Model’, Academy of Management, Vol. 28 No. 4, pp. 643-656.

Buddhadeb, S.A. 2011. ‘Conflict management: making life easier,’ The IUP Journal of Soft Skills, vol. 5, no. 4, pp. 31-43.

De Dreu, C.K.W. van Dierendonck, D. and Dijkstra, M.T.M. 2004. ‘Conflict at Work and Individual Wellbeing’, International Journal of Conflict Management, Vol. 15(1), pp. 6-26.

Dolan, S.I. Garcia, S. and Auerbach, A. 2003. ‘Understanding and Managing Chaos in Organizations’, International Journal of Management, Vol. 20 No. 1, pp. 23-35.

Hence, G. 2010. ‘Communication and conflict management in local public organizations,’ Transylvanian Review of Administrative Sciences, No 30E/2010, pp. 132-141.

Ivancevich, J. and Matteson, M. 2002. Organizational Behavior and Management, McGraw-Hill

Rahim, A. 2002. ‘Toward a theory of managing organizational conflict,’ The International Journal of Conflict Management, vol. 13, no. 3, pp. 206-235.

Richmond, V. P. McCroskey J. C. and McCroskey L. L. 2005. Organizational Communication for Survival: Making Work, Work, Allyn, and Bacon, Needham Heights MA.

Tjosvold, D. 2008. ‘The Conflict-positive Organization: it Depends Upon us’, Journal of Organizational Behavior, Vol. 29, pp. 19-28.

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