Conflict is inevitable in day-to-day life, especially in a large number of the leading organizations. Its influence on employees’ behavior, satisfaction, and performance is a chief concern to the management.
This happens due to the fact that success or failure of a business largely depends on the manner in which it handles conflicts, including dysfunctional and functional ones.
For example, in the Walt Disney Company’s case study, it is clear that the company is able to survive the adverse effects of a severe recession through appointment of a leader, who understands the basics of resolving organizational conflicts.
The Walt Disney’s case study offers an integral platform for understanding the basics of conflict management.
The conflict between Michael Eisner and the Weinstein brothers, the two board members (Gold and Disney), and Steve Jobs was related to a dysfunctional form of conflict (Ivancevich, Konopaske, & Matteson, 2013).
This is due to the fact that it caused the organization manifold serious issues that almost led to its collapse.
For instance, it aggravated tension between the CEO and the Weinstein Brothers. In fact, the tension nearly caused a major division among the board members, consequently, causing Gold and Disney to call for Eisner’s resignation. Moreover, the conflict triggered an element of discontent between Eisner and Steve Jobs.
This is the reason that Eisner gave a negative account about Apple Computer while providing his report on the issue in front of Congress.
As a result, the testimony became a source of dissatisfaction for Jobs, who took the jab personally and vowed never to forgive Eisner.
Felt conflict is the stage that best describes Eisner and Job’s stage of conflict (Ivancevich, Konopaske, & Matteson, 2013). Despite the glaring latent conflict that persisted between the two parties, their differences were felt and cognized (Ivancevich, Konopaske, & Matteson, 2013).
In addition, the case study makes it clear that Jobs went ahead to personalize the conflict and declare his animosity to Eisner’s rather “unprofessional” conduct. Moreover, the stage of conflict is characterized by formulation of mechanisms about how to handle the conflict.
For instance, Jobs threatened to culminate the business relationship between his company and Disney. He was also determined to avoid the engagement that existed between Disney and Pixar. Conversely, Eisner testified against Job’s company in his testimony to the Congress about film piracy.
On the other hand, Eisner’s approach to resolving conflict is dominating. He considered his views to be the gospel truth that were to be strictly followed by all Disney’s chief players.
For example, he quarreled with the company’s main think-tank over the Miramax films simply because he wanted things to be run his ways. Besides, the case study terms his manner of handling things as “abrasive style” meaning that his words were final.
Conversely, Iger’s style best fits the definition of the problem solving approach. He was able to mend the sour relationship that existed between Disney and its major players through ingenious skills. For instance, he resolved the dispute with Gold and Disney by committing to pay $100 million.
In the summary, it is fair to stress that the case study offers an explicit account of the various aspects of conflict management. For instance, it introduces the reader to the different forms of conflict and the effective ways of handling such disputes. Moreover, it helps the reader understand the different stages of conflict.
Reference
Ivancevich, J., Konopaske, R., & Matteson, M. (2013). Organizational behavior and management. New York: McGraw-Hill Higher Education.