The paper "Resolving Intergroup Conflicts in an Organization" is an outstanding example of an essay on management. One of the most common challenges in management is resolving intergroup conflicts in an organization. In an organizational setting it is always important for various groups being able to work together for the common good of the organization. However, when several groups are brought together there is always a high possibility of there being conflict between them. It is the responsibility of a manager to make sure that such conflicts are put in check before they have a negative effect on the performance of the organization that they are in charge of (Godfrey & Grasso, 2009). In most cases intergroup conflicts are always brought about by the diverse nature and functions of the groups involved.
Despite the fact that groups usually play different roles in an organization they are always interdependent. For instance, the accounting department will depend on data from the sales department so that they can be able to achieve their goal (Rahim, 2011). If in case there is no proper cooperation between the two departments then the whole organization will have to pay the price. A good example of such a case was one that was involving the sales and accounts departments at a company.
The accounts department was complaining that the sales department was giving them incomplete data. They also expressed their frustration due to the fact that sometimes the data would be delayed. On the other hand the sales department claimed that the accounts department was looking at someone to blame for their lack of diligence. According to the sales department, they have always availed all the needed data and information whenever there was any need.
The conflict further intensified when both departments began seeing the other department as an enemy instead of treating each other as people who are in a common course. As a result of these tussles there were often delays in presentation of sales and financial reports to the management. As a manager in such a firm you are expected to act quickly before such conflicts worsen the performance of the business organization. One thing that is certain is the fact that you should avoid taking sides in any way.
For instance, for the case that has been described herein the manager decided to have a face-t0-fcae meeting with members of the departments that were involved in the conflict. The manager acted as a facilitators as the members of the two departments made known their concerns and the best ways through which the conflict could be brought to an end (Carter, Byrnes & American Management Association, 2006). An alternative technique for solving such a conflict is issuing a command to the involved parties and letting them know that such conflicts have no benefit to the organization and that it will be prudent for them to come together and resolve the conflict before the management took disciplinary actions (Hill, 2013).
This should begin by letting the involved parties know how much the conflict is of harm to the productivity of the organization and reminding them that the organization is greater than any of the department. However, the best way to deal with intergroup conflicts is preventing them. This can be done by having policies that state the roles and responsibilities of each department and their responsibilities to each other.
Policies on inter-departmental relations should also be put in place.