Introduction
The main objectives of any business are to survive in the world of business and ensure that the business keeps on generating revenue. To meet its objectives, an organization usually has to deal with external threats such as competition from other firms (Banarjee, 1995). However, once in a while, a firm is confronted with threats from within its firms.
Organizational conflict is one such threat that has to be addressed by organizations. Organizational conflict is a term used to define a phenomenon in which discord develops between two or more than two employees due to a difference in perception about a particular topic or issue (Banarjee, 1995).
Conflict within an organization can arise for a number of reasons. It is necessary for an organization to properly manage conflict within an organization as a conflict may become a reason for decrease in productivity of employees working there.
Reasons for organizational conflict
High expectations
Normally in an organization an employer has set expectations of his employee. This is a fact that prevails in almost all firms across the globe. However, sometimes the expectations of employer can exceed the potential of the employee. This usually leads to rise in conflict (Van Tonder, Havenga, & Visagie, 2008).
It is necessary that employers must inform employees of their expectations from them in order to avoid such a situation from arising. Moreover, employers must encourage the development of a culture where employees are allowed to ask for clarification about goals that are set for them (Van Tonder, Havenga, & Visagie, 2008).
Conflict due to communication
Usually the exchange of information between two different departments is not as smooth as it should be. In a number of cases, the department responsible for providing information does not respond to the request placed by the department in need of that information becoming a reason for conflict.
Sometimes a communication conflict arises within a department when one individual purposely withholds information from an employee who is in need of that information (Van Tonder, Havenga, & Visagie, 2008).
When such a situation arises, and information is being withheld by employees within a department on purpose it is essential that a meeting is conducted between the two parties. The meeting must address the issue and come up with a solution that would ensure that such a conflict does not rise again in the future (Van Tonder, Havenga, & Visagie, 2008).
Differing Values
Organization of any kind comprises of individuals from different backgrounds who have a set of values in which they believe in. Sometimes employees are reluctant to accept each other’s set of values and do not respect the difference of values.
This also emerges when employees from a different organizational culture come into contact with each other. Employers must expose employees in an environment where they can socialize with each other and learn to accept each other for which they are (University of Oklahoma, 2011).
Shortage of resources
Sometimes the organization is unable to provide adequate resources to its employees to fulfill their duties. It is due to this reason that the employees think that they have to compete when there are limited resources. Being aware of the fact that resources are scarce and depriving others of that resource can lead to conflict amongst the employees (University of Oklahoma, 2011).
It is essential that organizations must enforce a schedule in which a particular resource is utilized by an employee at any given time.
It is to be done in order to ensure that resources are evenly distributed amongst all employees fairly Moreover, if possible a particular resource must be shared between two or more people. It would be efficient for the organization to encourage employees to share such resources (University of Oklahoma, 2011).
Example of an organization
When Apple Inc. planned to expand their business a number of professionals were hired from different companies such as Hewlett Packard, Intel and Semiconductor. The professionals all were from a different background, and they all had different values concerning their behavior at an organization.
Semiconductor employees had a crude way of doing things, whereas professionals from Hewlett Packard carried out their activities in a very orderly manner (Sharifzadeh, 2002). The two groups viewed each other as a threat to their own group. Eventually, to resolve their conflict Apple Inc. allowed the two groups to work in the same environment which eventually aided in resolving the matter before it got out of hand (Sharifzadeh, 2002).
Conclusion
Organization around the globe face conflicts within their departments on almost a daily basis. It is vital to recognize these conflicts and to resolve them as soon as possible.
If ignored these conflicts could intensify not only harming the organizational culture within that firm but also could result in a dramatic decrease in the productivity of employees working for that organization. The reason behind the origin of such conflicts can be numerous. It is necessary that organizations are well equipped to manage organizational conflict irrespective of the reason of its origin.
References List
Banarjee, M. (1995). Organization Behaviour. New Dehli: Allied Publishers.
Sharifzadeh, M. (2002). A Definition of Conflict. Web.
University of Oklahoma. (2011). What is workplace conflict?. Web.
Van, C., Havenga, W., & Visagie, J. (2008). The Causes of Conflict in Public and Private Sector Organizations in South Africa. Managing Global Transitions 6, 373-401.