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DAR, ABDULLAH 6342760 WORD COUNT: 1743 MGMT803 Organisational Behaviour and Management Assessment 4 Report Title: Managing Conflict and Negotiations in Organisations Student Family Name: Dar Student First Name: Abdullah Student Number: 6342760 Date Submitted:
DAR, ABDULLAH 6342760 MGNT803 1. INTRODUCTION Organisational Conflict and its Management is a critical element for an organisation as it contains both positive and negative elements, therefore has to be dealt with proper understanding. There are several articles telling us what management styles should be adopted. The impacts of conflicts, management styles and how they contribute in bullying workforce will be explored by the analysis of journal articles. A summary along with the practical implications will be presented for the managers. 2. OVERVIEW OF MANAGING CONFLICTS AND NEGOTIATIONS IN ORGANISATIONS 2.1. Defining Conflicts With Respect To the Causes and Types Kirti (2016) provides an in-depth illustration of types and causes of conflicts along with the respective way to deal with them. Kirti (2016), states that conflict has different definitions 2
DAR, ABDULLAH 6342760 MGNT803 according to people, for some it might be as a difference of opinion or for some it might mean fight or having a ban on trade activities. Kirti (2016) also defines conflict as a positive and healthy outcome for an organisation if there is an opposition of ideas regarding the improvement of business along with the negative impact of it, if it’s related to personal conflicts. Kirti (2016) identifies the five ways of dealing with conflicts which includes Dominating, Integrating, Compromising, Obliging and Avoiding. Conflict occurs more due to the interpersonal conflict and the limited resources present in an organisation. Gender also plays a vital role in managing conflicts along with designation as it was seen that males preferred competing style where as females adopted compromising. Collaborating was the common style preferred by both genders. Designation however, showed that in middle and lower level collaborating style was encouraged where as on top level competing was preferred. (Kirti, 2016) 3
DAR, ABDULLAH 6342760 MGNT803 Similarly, Henry (2008, p. 16) defines "conflict as the discord that occurs when the goals, interests or the values of different individuals or groups are incompatible with those of individuals or groups block or frustrate each others in an attempt to achieve their objectives”. Henry (2008) also concludes that organisational conflict does exist due to the limited resources present, with more than one strategy to deal with it. Henry (2008) encourages the idea of open communication in an organisation which will limit the amount of conflict as well as improved quality decisions as a positive impact of conflicts. 2.2. IMPACTS OF ORGANISATIONAL CONFLICTS LEADING TO WORKPLACE BULLYING Baillien, E & De Witte, H 2009, ‘The Relationship between the Occurrence of Conflicts in the Work Unit, the Conflict Management Styles in the Work unit And Workplace Bullying’, Psychologica Belgica , vol. 49, no. 04, pp. 207-226 4
DAR, ABDULLAH 6342760 MGNT803

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