Conflict is Dysfunctional in Organization-Free-Samples for Students

Question: Write a persuasive academic essay on "All Conflict is dysfunctional in Organisations". Answer: Introduction At present, there are several issues that are faced by the organisations all around the world. One of the most critical issues is in the field of communication. If the communication within an organisation is smooth then the chances of conflict situations can be reduced (De Wit, Greer and Jehn, 2012). It is essential for maintaining healthy environment within an organisation. Conflicts always lead to reduction of efficiency within a firm as well as it creates disruption in the working mechanism of the firm. Several strategies need to be made by the organisation so as to ensure that there is good communication that is being followed at the workplace. All conflicts is Dysfunctional Conflicts can be understood as the state of discord produced by the perceived or actual opposition of values, interests and needs. It can be in the form of disagreement, fight between individuals, organisation or groups. There are several kinds of conflicts that arise in day to day operations of the firm. It is basically of two types namely functional and dysfunctional (Conrad and Poole, 2012). All the conflicts that arise within the firm are understood to be as the dysfunctional conflict. It always lads to reduction in the communication inside the firm as well as t reduces the performance of the group. Dysfunctional conflicts can be in large number and almost every time lacks sufficient motivation. Some of the reasons that conflicts arise within an organisation are difference in point of view or perception, heavy competitive environment, misunderstanding of common goals, Interdependence of tasks, habit patterns, personal characteristics, poorly defined authority-responsibility relationship. There are only very few or rare chance that a conflict can be functional within an organisation. This is due to the fact that conflicts always lead to have many kinds of negative impacts on the functioning of the firm (Richmond, McCroskey and Powell, 2012). They reduce the effectiveness of the whole working process. As they always harm the interests at the cost of others as people often shows disrespects towards the idea of others. There are several consequences of conflicts that showcase that all the conflicts are dysfunctional. Mental strain is very common. Excessive conflict creates uneasiness and frustration among the individuals which can sometimes leads to resignation from job (Macnamara and Zerfass, 2012). This reduces the productivity of the firm as they may lose some creative individuals. On the other hand Discontentment is also produced by conflicts. This reduces the effectiveness of the idea being generated for completing any task. This is due to the reason that discontentment reduces creativity of the people working at the workplace. It further leads people to be less satisfied with their jobs. Communication breakdown can be one of the other negative consequences of conflicts. This is due to the reason that communication breakdown reduces interaction amongst different groups that leads to rivalry. Along with this conflicts may lead to distorted perceptions which are not beneficial for team culture w ithin an organisation. It is also to be understood that conflicts leads to competitive struggle and vice versa which may effect on the motivation of people (Folger, Poole and Stutman, 2017). If the conflict issue is cumulative then it may lead to strike out which is also dangerous for the image of the firm in the minds of consumers and investors. While on the other hand conflicts also promotes individuals goals over organisations common goals. This is dangerous for the firm and often reduces organisational efficiency as individuals divert energy towards being destructive rather than being constructive. All these above mentioned consequences underline the fact that all the conflicts are dysfunctional and ultimately reduce the performance of the overall firm. It is essential for the management that they do not avoid the consequences that is followed by the conflict situation so that they may not face severe challenges. Several types of measures that can be taken by organisation to ensure that all these conflicts can be resolved before it may lead to some severe damage to the company and its future growth. It is the role of the management to make effective strategies which can reduce the chances of conflicts within an organisation (Freund, 2018). One of the best methods to reduce the conflict chances is to assign the roles to the people before hand as well as have pre-defined objectives for doing any task. These dysfunctional conflicts are promoted by egos of workers with the ambitions of competing. It generally leads to higher stress and a likelihood that employees may frustrate. Dysfunctional conflict leads employees to feel less satisfied as well as they may become less loyal towards the firm (Keashly, Nowell, Einarsen, Hoel, Zapf and Cooper, 2011). If the communication gap exists between the two levels of organisation then there will be chances that ego being developed between the two. It is harmful for the performance of the organisation as well as each employee. Conflicts always arise due to the incompatibility, misunderstanding or the lack of communication. By the process of recognition employees internalise the conflict that may affect their behaviour (Kreutzer and Jger, 2011). Intense is the process through which behaviour of workers is changed due to conflict. Apart from this perceived behaviour which is understood as reaction and slights that plays the role of creating a conflict. All these are the categories of Dysfunctional conflicts. All the conflicts that arise within the organisation are a part of these dysfunctional conflicts only. It is also essential for the management to have a timely evaluation of the problems that are faced by the employees in their communication at various levels. Self-Reflective It is essential that in any organisation there must be effective procedures so as to limit the chances of conflicts. I have understood that the role of management in this regard is very essential. This essay provided me with the idea that there are greater consequences of not focusing on conflicts. It ultimately results in employee dissatisfaction which is very harmful for the individual as well as organisation. Strategies like timely interaction among various levels of employees as well as setting up formal structure of communication can always help in reducing amount of problems that arise within the firm. It depends on the complexity of the cause that which strategy can be utilised for resolving it. In my point of view healthy employee relations can reduce the chances of conflicts being arisen within the firm. This essay also gave me the idea that conflicts are only dysfunctional rather than being functional. While reviewing the essay i gained the idea that conflicts have a severe impact on the moral status of the employees. I leaned that due to excessive conflicts within the organisation individual performance may degrade which can lead to frustration and ultimately their resignation. It is not only the loss to the individual rather it is a loss to the organisation in terms of talent they poses. Communication strategies like taking feedbacks of the employees as well as understanding of the problems that is faced by the individuals can help in reducing the probability of conflict that may arise within the firm. It is to be understood that conflicts arise due to misunderstanding, incompatibility and improper communication methodology being followed at the workplace. I also gained the idea that while performing the task it is essential to maintain the standards of communication. Like the ways in which things will be discussed as well as the modes of communication that will be used so as to avoid disruption which is generally a major reason for conflict. It is better that the modern mediums of communication is utilised within the company so as to have a larger network where messages can be delivered appropriately. This report also provided me with the idea that a detailed monitoring system is always beneficial for monitoring the issue that comes to them. I Have also learned that It is not only crucial for ensuring efficiency but it is also important for maintaining the standards of performance within the firm which is further necessary for employees retention as well as maintaining brand image. While going through the essay I understood that it is also to be understood that effective communication always leads to reduce the chances of conflicts being arise within the firm. In order to do this there must be a formal structure of communication that has to be defined under a specified set of rules. I will also suggest that various reasons due to which conflicts arise within a firm needs to be checked so that arisen conflict can be eliminated before it may cause some serious damage to the workings of the organisation. Conclusion From the above based essay it can be said that in the present business scenario it is essential conflicts gets removed in their starting phase only. There are several methods that are utilised by the managers in order to remove the conflicting issues. It is necessary that the firm takes use of the well-established communication system. This helps in adding value to the organisational processes as well as making sure that the challenges faced by the company can be removed with a mutual consent. With the consequences that are posed by the conflicts it can be understood that all the conflicts are dysfunctional and need to be handled properly. References Conrad, C. and Poole, M.S., 2012.Strategic organizational communication: In a global economy. John Wiley Sons. De Wit, F.R., Greer, L.L. and Jehn, K.A., 2012. The paradox of intragroup conflict: a meta-analysis.Journal of Applied Psychology,97(2), p.360. Folger, J., Poole, M.S. and Stutman, R.K., 2017.Working through conflict: Strategies for relationships, groups, and organizations. Routledge. Freund, L. 2018. [Online]. Role of Information Technology in Business. Available at: https://bizfluent.com/facts-7246711-dysfunctional-conflict-.html. [Accessed on: 6th February 2018]. Keashly, L., Nowell, B.L., Einarsen, S., Hoel, H., Zapf, D. and Cooper, C., 2011. Conflict, conflict resolution, and bullying.Bullying and harassment in the workplace: Developments in theory, research, and practice,2, pp.423-445. Kreutzer, K. and Jger, U., 2011. Volunteering versus managerialism: Conflict over organizational identity in voluntary associations.Nonprofit and Voluntary Sector Quarterly,40(4), pp.634-661. Macnamara, J. and Zerfass, A., 2012. Social media communication in organizations: The challenges of balancing openness, strategy, and management.International Journal of Strategic Communication,6(4), pp.287-308. Richmond, V.P., McCroskey, J.C. and Powell, L., 2012.Organizational communication for survival. Pearson Higher Ed.