Justification for Managing Organisational Conflicts

Abstract

The study seeks to identify some key sources of conflict in the workplace,

ascertain the extent to which conflicts are resolved in the workplace, assess how to  resolve conflict between groups, and ascertain how to manage conflict between a boss and a subordinate.

The study was carried out primarily through the survey method and interview of employees in three public sector organizations in Nigeria.

Secondary data were obtained through books, journals, and internet. Findings indicate that Scarcity of resources, different attitudes, poor communication and lack of teamwork are key sources of conflict in the workplace. Conflicts are always resolved in the workplace.  Conflict between groups can be resolved by collective bargaining, negotiation, mediation, and arbitration while Conflict between a boss and a subordinate can be managed by collaboration and accommodation.

Conflict accelerates change in an organization, especially in small businesses, where it is easy to formulate and implement new policies. Conflict prompts modification of policies and operation procedures in the organization. Conflict forces the organization’s leadership to realign its objectives towards common goals in order to foster teamwork amongst competing parties. Conflict that results into healthy competition cultivates innovation and inventiveness amongst employees. When an organization spends much of its time dealing with conflict, members take time away from focusing on the core goals they are tasked with achieving. Conflict sometimes has a destructive effect on the individuals and groups involved. At other times, however, conflict can increase the capacity of those affected to deal with problems, and therefore it can be used as a motivating force toward innovation and change.

Keywords: Conflict, Conflict Resolution, Collective Bargaining, Mediation, Arbitration, Accomodation, and Collaboration