Academic journal article The South East Asian Journal of Management

Causes, Effects, and Remedies in Conflict Management

Academic journal article The South East Asian Journal of Management

Causes, Effects, and Remedies in Conflict Management

Article excerpt

Background of the study

To find out the ways for beneficial conflict resolution in an organization in order to create Conflicts are an unavoidable part within an organization, as the goals of the shareholders, managers, and other staff members are different from each other. As far as conflicts are concerned, conflict is basically a fact which causes disputes within an organization and among organizational employees because they are challenged for jobs, job authority, job recognition and their job security. This creates a certain situation in which employees prevent each other from achieving their goals and objectives. The reason behind the occurrence of conflict is lack of freedom, lack of resources and lack of position. When conflicts arise, individuals within an organization who love their freedom opposed conflicts for their freedom and to some degree opposed to adapt the ethics within a group. Sometimes those individuals who have thirst for power strive and compete with others for status and position within the group of individuals (Hotepo, Asokere, Abdul-Azeez, & Ajemunigbohur, 2010).

Conflicts are difficult to avoid but the symptoms of conflicts can be tracked in order to manage conflicts at the time when these conflicts start to emerge within an organization. So, it is important for the organization to monitor the symptoms indicating the emergence of conflicts. If the organization does not respond promptly to the symptoms of conflicts arising, then it is possible that a time will come when the organization is managed by the conflicts. Conflicts usually occur where organizational operations specifically depend on team work, collaboration and group creativity of employees, yet the focus is mostly on attaining results instead of looking after the employees and maintaining a reciprocal relationship among employees (Turkalj, Fosić, & Dujak, 2008).

As far as the history of conflicts is concerned, in the early 1900s, conflicts were usually considered as an indication of poor management within an organization and were considered something to avoid. Whereas, in the mid-1950s, conflicts were considered as normal and anticipated. In such, managers started to focus on the resolution of these conflicts. In the 1970s, a neutral view about the conflicts was created according to which conflicts were considered neither good nor bad, but rather a reason for organizational growth. In the 1990s, managers were required to deal with and to manage the conflicts in an appropriate manner. Earlier on, and according to the overall history of workplace conflicts, they were considered as unpleasant events that need to be prevented. According to past researches, conflicts are responsible for unorganized and careless behavior of employees within an organization and therefore, considered as an avoidable and destructive constraint for the organization to be removed or reduced. Nowadays, the perception about the conflicts has changed due to the exposure of the social system and open system theory. According to that perception, conflicts are sometimes negative means dysfunctional or positive means functional. Conflicts which promote the growth and create competition among employees are positive conflicts and when the organization failed to deal with the conflicts and those conflicts become a constraint for an organization are considered as negative (Ajike & Akinlabi, 2015).

Problem Statement

The research question is, "What is the relationship between the conflicts, causes, effects, conflict management and conflicts outcome?" Conflicts arise within the organization when the employees of the organization feel that they are facing hurdles and are threatened by the actions of other individuals and facing difficulty in achieving their goals and objectives. To overcome and deal with the conflicts, an organization needs a conflict management system. Hence, the problem statement is "To find out the conflict management strategies and conflicts causes, effects and outcomes. …

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