Unit 2 Session 1.pptx

Online MBA Semester I Organizational Behavior and Human Resource Management Course Code - (OMBA-103) Unit 2: Lesson 1: Workplace conflicts (Part: 1) PART 1: LEARNING OUTCOMES At the end of the session you will know about: 1. The meaning of a conflict 2. Various views on conflicts 3. The sources of...

Online MBA Semester I Organizational Behavior and Human Resource Management Course Code - (OMBA-103) Unit 2: Lesson 1: Workplace conflicts (Part: 1) PART 1: LEARNING OUTCOMES At the end of the session you will know about: 1. The meaning of a conflict 2. Various views on conflicts 3. The sources of conflicts 4. Symptoms of conflicts within an organization 5. Tips for organizational conflict resolution CONFLICTS WITH ORGANIZATIONS Conflict is a disagreement between two or more parties due to actual or perceived incompatible concerns. Conflicts exist whenever an action by one party is perceived as interfering with the goals, needs, or actions of another party. Disagreements between: •Individuals •Departments •Organizations •Countries The term ‘conflict’ sounds negative but it can stimulate creative problem solving and improve the situation for all concerned parties. The outcome determines whether the conflict is functional or dysfunctional. If managed constructively, it can be functional and enhance performance. VIEWS OF CONFLICTS •Traditional View: All conflicts are harmful n must be avoided • Human Relations View: Conflict is natural and inevitable outcome in any group • Interactionist View: Conflict is not only a positive force in a group but absolutely necessary for a group to perform effectively Conflict stimulation techniques CAUSES/SOURCES OF CONFLICTS Internal Sources: • Clash of ideas or perspectives • Personal variables: Low esteem, values, personality types A & B EXTERNAL SOURCES: 1. Workplace discrimination in terms of faulty reward systems 2. Workplace harassment 3. Occupational stress due to different organizational roles and goal Incompatibility 4. Lack of professionalism 5. Unethical behaviour 6. Hierarchy and Leadership 7. Interdependence and scarcity of resources 8. Group size 9. Workforce diversity SYMPTOMS OF CONFLICTS WITHIN AN ORGANIZATION • It is important to notice the symptoms of an underlying conflict and act proactively. • If conflicts go unaddressed, they will affect productivity and teamwork. •Dysfunctional meetings. Staff meetings must be productive and have brainstorming sessions. The meetings will be of no use if some people dominate the conversation while others appear annoyed or distracted. •Anger. Any angry outburst that looks like an over-reaction needs to be addressed immediately. It may not be indicative of a first-time upset. •Productivity slowdowns. When people are not happy with the work environment, they tend to focus less on their work. A noticeable decline in the company's productivity may be the result of serious underlying conflicts. •High turn-over. Nobody enjoys looking for a job, so the fact that people are leaving indicates an internal problem. •Loss of trust. Trust is essential in any work environment, whether between employees or between employees and management. •Anxiety. Are there certain individuals who seem anxious or on edge most of the time? Maybe they avoid social interactions, are always doubting their work or asking more than the normal amount of questions. Anxiety is often an indicator that there may be an issue brewing on an interpersonal level. •Clique forming. Employees should be working as a team. If there seems to be a division into cliques or the same employees always seem to team up on projects, then the company isn't functioning as one body and is not being as productive as possible. •Repetitive disagreements. Does it seem that the same employees always disagree? Is the conflict often over petty matters? There is a communication issue that needs to be confronted immediately. •Inappropriate communications. This can be in the form of emails that are rude or use inappropriate language. Rudeness in speech or a disregard for another's opinion is an indicator that something is going to blow up soon. TIPS FOR ORGANIZATIONAL CONFLICT RESOLUTION 1. Talk to your team: Regularly communicating with your subordinates is an effective way to know what’s going on with them. Saying hello and checking in with each team member everyday can help to build trusting relationship. Your employees may be more likely to be open about a problem if they feel you are approachable and that you genuinely care as a boss 2. Listen to your subordinates and take their complaints seriously: Though some issues may sound petty and not worth your time, often small complaints are an indication of much larger problems. 3. Recognize personality conflicts among your team members: Conflicts can exist in numerous ways, but not getting along can hurt productivity. Sitting both employees down for a discussion can help to alleviate the problem. It may be necessary to establish clear guidelines and processes for the team members to use when communicating and working together. 4. Hold weekly department meetings: Allow employees to voice their concerns over any issues, projects or communication differences. Establish guidelines for the staff to follow when discussing issues so that the meeting remains productive and under control. For example, rather than just allowing someone to complain, require that they present both the problem and a possible solution. The group can then discuss the proposed solution.