assignment.docx - MGNT803 SYD u2013 Organisational...

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MGNT803 SYD – Organisational Behaviour & Management ASSESSMENT 4A conflict, as a concept is endemic to all social life (Bercovitch, 1983, p.104). It is, as carefully elaborated by Jacob Bercovitch, an integral and inevitable part of living. Given its relation to circumstances with regards to resources, classification of roles, distinction of functions, and power equations (Bercovitch, 1983, p.104). Conflict and conflict management is a rapidly growing theory and significantly evolving due to its pervasive nature. The concepthas been observed to pick up importance in organizations across genres and has been studied in various approaches, and is being applied in several connotations. Further leading to new meanings and styles of application in organisational behaviors. This paper pertains to the descriptive mode of inquiry in presenting a detailed framework for the study of organisational conflicts and conflict management. It reflects on the studied theories of conflict management with four cases ‘Organisational conflict and most preferredconflict management style (2016)’, ‘Organisational conflict: A comparative analysis of conflict styles across cultures (1996)’,‘Intercultural Sensitivity & Conflict Management Styles in Cross-Cultural Organisational Situations (2008)’and‘Organisational Conflict and its Effects on Organisational Performance (2008)’ in particular.It also sincerely attempts to go beyond the domain and suggests that any management, regardless of the size, must consider the problem objectively, take the offensive and seek to manage and resolve the conflict. Overview of Assessment 3The two cases in the last report were Kirti (2016) and Elsayed-EkJiouly and Buda (1996). Kirti (2016) observed that gender, age and designation plays an important role in conflict management style and it also said that conflicts could be beneficial for a company if it is managed carefully. On the other hand Elsayed-EkJiouly and Buda (1996) focused on how 1
conflict management style changes with cultural differences and it proved that Middle Easterncountries uses integrating style and avoiding style to solve their conflicts where as U.S uses more of compromising, obliging and integrating style. Both the articles acknowledged conflicts as an important part of management. It discusses how despite of the adverse effects of a conflict, an organisation can pull through and achieve productive outcomes, if managed effectively.Yu, Tong, and Guo-Ming Chen. (2008), ‘Intercultural Sensitivity and Conflict ManagementStyles in Cross-Cultural Organizational Situations’, Intercultural Communication Studies, vol. 17, no. 2, pp.149-161. Available at: -Chen.pdf.(Yu and Guo-Ming Chen, 2008) observes how intercultural sensitivity among individuals of an organisation caters to the situation in front of them, i.e. by surveying undergraduates based on their cognitive, affective, and behavioural in the process of intercultural communication.

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