Conflict Control and Organizational Strategy

Conflict is nothing but the problem between two parties. These parties can be two people, groups, and people and group. In today’s era conflict is such an element in the workplace which is completely inescapable. Hence, it is necessary to address the conflict properly. It is because, under adverse situations, these conflicts start hampering the production or sales of the organization. So, it is very necessary to implement proper ‘Conflict Control’ in the organization so as to maintain as much peace as possible.

Addressing the concern or the problem is much more important than addressing the people. Generally, there can be various reasons for the emergence of conflict in the organization, like unclear definitions of role responsibility, conflict of interest, lack of resources, etc.

Definition of Conflict

Rahim (2000) defined conflict as a natural outcome of human interaction which begins when one individual perceives that his or her goals, attitudes, values or beliefs are incongruent with those of another individual. Such conflicts can emerge between two people, two groups, or people and a group.

Basic Sources of Conflicts

1. Vague Definition of Responsibility

In an organization, generally, all the workers have their own set of work and responsibilities. In practical life, it is not completely applicable. Many times, there are chances when there emerge a conflict due to some unclear facts, like who has to complete a certain task, whom to report, etc.

That is why everyone believes that the organization must specify the roles and responsibilities of the workers either in writing or orally for effective ‘Conflict Control’. Moreover, the responsibilities should be accepted by the workers at the same time.

2. Interest

Undoubtedly, everyone believes that there are always two separate interests prevailing in any organization. First one is of the workers and the other is of the organization. An organization wants to earn more and more profits, for which they are not ready to pay higher wages.

On the other hand, workers want more and more wages. These two interests are contradicting to each other. In this present era, organizations try their level best to match both the needs. Whenever any of the parties go aggressive towards their needs, it leads to conflict.

Learn Meaning and Causes of Conflicts here. 

3. Lack of Resources

There are various groups in an organization. They are given a separate proportion of resources. In practical life, the departments generally end up fighting for the appropriation of resources.

It generally happens due to competition among the groups to perform in the best manner. In order to deal with such conflict, there should be a proper appropriation of resources.

4. Inter-personal Relations

Human is a social animal having his/her own region, religion, preferences, way of working, etc. Though this diversity in the workforce brings creativity in the work, it also leads to conflict between the groups.

Many times, it leads to hampering of production or work due to personal prejudices at the workplace. The management should try to find these prejudices and deal with them before it turns into a conflict.

Conflict Control and Organization Strategy

Generally, whenever we hear the term ‘conflict’, we always relate to something negative or problematic. Undoubtedly, it is but it is not the complete truth. Conflict too has certain benefits. It surprises many how a conflict can be helpful.

A good manager tries his level best to understand the potential of the conflict and then choose the best alternative to solve it. Under conflict, generally, people try to suppress their feelings rather than dealing with it. This leads to more and more problem.

It is necessary on part of the manager to have a look at the instances of conflict suppression. A good manager has to look at the 2 given factors and set their organizational strategy accordingly:

1. Reasons for Conflict

There are various reasons for the emergence of conflict in the workplace. Moreover, it can emerge between two people, two groups, people and groups, etc. ‘Personal Conflicts’ emerge when people having different opinions work under the same group but don’t agree on a work.

‘Procedural Conflicts’ emerge when people have different opinions as to how to achieve a goal or complete a particular task. Moreover, the conflict can arise on the basis of territory, status, rights, property or value system of the person or group.

2. Benefits of Conflict

Here comes the point which is nowadays a major part of the talk. For a layman, conflict is merely a problem but a good manager knows that it can prove to be a good base for advancement. Let’s understand this with a conflict case.

In the case of ‘procedural conflict’, the manager may come out with a new and innovative way of doing a particular task. It is just the innovative eyes of the managers which can catch such opportunities.

But the manager should not spend too much time finding the benefits of the conflicts as it may lead to delay, morale harming and inefficiency.

Question on Conflict Control

Question: What can be effective strategies to cope with conflict in the organization?

Answer: There are two famous terms in case of strategies for conflict control. First is ‘Compromise’ and the second one is ‘Collaborate’. These are nothing but the famous means that can be adopted by any manger in the organization for conflict control.

Under ‘compromise’, one of the parties leaves some part of their interest for another party. It can solve the conflict but in certain cases, both the parties remain unhappy. Under ‘collaborate’, both the parties come together and find out the solution that can benefit both the parties equally.

This method completely depends on the ability to listen and understand another party’s concern.