I want to explore one of the chapters which are known as conflict management in MBA course. Here I want to share some thought about that chapter. I want share one of the post from a blog which is decent on the topic. Let’s read the chapter review from the SMU MBA book:
"Best examples of conflict are conflict between management and employees. Conflict a serious problem in any organization if the problem not handle properly.
Conflict Management Objectives from the MBA Book
Definition of Conflict
Outcome of Conflict
Forms of Conflict
Conflict Management Strategies
Stress
Causes of Stress
Stress Management
Crisis of Management
About the conflict in an organization there are many definitions by some academician. At 1st we will give some light on Gray and Starke’s theory of conflict management, “Conflict is behaviour by a person or group that is purposely designed to inhibit the attainment of goals by another person or group. This ‘purposeful inhibition may be active or passive.”
According to K. W. Thomas conflict is, “processes that begins when one party perceives that another party has negatively affected or is about to negatively affect, something the first party cares about.”
At last I give one more definition about conflict by B. Kabanoff, “Conflict refers to a disagreement, opposition, or struggle between two or more individuals or groups. It results from incompatible influence attempts between and within individuals, groups or organizations.”
In the age of globalization company has conflicts in terms of people personality, values, attitudes, perceptions, languages, cultures and national backgrounds.
Now, we will discuss about outcomes of conflicts. Outcome of conflicts is the results of conflicts. Conflicts has two consequences – Positive and Negative.
Positive consequences of conflicts are:
Leads to new ideas
Stimulates Creativity
Motivates changes
Promotes Organizational vitality
Helps Individual and Groups
Indicate Problems
Negative consequences of conflicts are:
Diverts energy from work
Wastes of resources
Creates negative climate
Breaks down group cohesion
Increase hostility and aggressive behaviours
Conflicts are divided into two parts – Functional Conflict and Dysfunctional conflict.
Functional conflicts support the goals of the group and improve its performance while dysfunctional conflict hinders the group performance.
In this chapter now we have to discuss about sources of organizational conflict. These are:
Line and Staff Competition
Organization-Individual Disagreements
Overlapping Responsibilities
Functional Interdependence
Personality Clashes
Disagreement over Goals
Flow of Work
Conflict can be divide into two forms also – Intra-Individual or Interpersonal conflict. An Individual can get experience about cognitive conflict, affective conflict, inter-role conflict, intra-role conflict and personal-role conflict.
Strategies of Conflict Management
In the strategies of conflict management we can include – avoiding, accommodating, competing, compromising and collaborating which is style of management.
Negotiation
In this chapter we have to study about negotiation also. Negotiation is a process by which we can define conflict what they are willing to give and accept in return. Negotiation has been including in this chapter because it is a part of conflict management. Negotiation process solves management conflicts towards the employees.
There can be some negotiation steps:
Preparation
Evaluation of Alternatives
Identifying Interests
Bargains
In every country there are different cultural differences in negotiation. Like Japanese give the high importance of emotional sensitivity while for North American it has no high value.
In the negotiation there are two major approaches – Distributive Bargaining and Integrative Negotiation.
In today world there are more value of third-party negotiators who known as – mediator, arbitrator, consultant, inquisitor and delegator or avoider.
Stress
Stress is exceeding complex. Here I will give some definition which has been proposed by theoreticians. According to J. C quick and J. D Quick, “Stress, or the stress response, is the unconscious preparation to fight or flee a person experiences when faced with any demand.”
Another definition from Mikhail is also very important, “Stress refers to a psychological and physiological state that result when certain features of an individual’s environment challenge that person, creating an actual or perceived imbalance between demand and capability to adjust that results in a non-specific response.”
I think stress creates from our environmental situation. Stress affects normally our health.
The causes of stress
After having study the definition of stress we need to know about causes of stress. In the causes of stress we can introduce conflict.
There is some cause of stress:
Inner conflicts
Perceptual influences
Thresholds of stress
Motivational level
Stress value can be measured by a rating scale. These are:
If a person feels about the spouse death its mean value is 100. Like that when a person gets notice of divorce then stress value mean of 73 scales.
In this chapter we will study about two type of behaviour pattern – A and B.
In pattern of “A” behaviour we see these:
Impatience
Aggressiveness
Hostility
Restlessness
Devotion to work
Feeling of Intense time Pressure
Attempts to several things at once
In the type of “B” behaviour pattern we can summarize it as:
Never suffer from a sense of time urgency
Feel no need to display any achievement
Play for fun
To manage stress we can follow some level which can be:
Individual Level
Organisation Level
Crisis Management
It is the last chapter of conflict management. Crisis management is an issue in business world. It is a big issue for now. We can categories crisis management.
Types of Crisis
Natural Disaster
Environmental disaster
Industrial accident
Shortfall in demand
At last, we can say conflict can be a serious problem for a company or organisatioin."
Source Via :Conflict Management – MBA Book
"Best examples of conflict are conflict between management and employees. Conflict a serious problem in any organization if the problem not handle properly.
Conflict Management Objectives from the MBA Book
Definition of Conflict
Outcome of Conflict
Forms of Conflict
Conflict Management Strategies
Stress
Causes of Stress
Stress Management
Crisis of Management
About the conflict in an organization there are many definitions by some academician. At 1st we will give some light on Gray and Starke’s theory of conflict management, “Conflict is behaviour by a person or group that is purposely designed to inhibit the attainment of goals by another person or group. This ‘purposeful inhibition may be active or passive.”
According to K. W. Thomas conflict is, “processes that begins when one party perceives that another party has negatively affected or is about to negatively affect, something the first party cares about.”
At last I give one more definition about conflict by B. Kabanoff, “Conflict refers to a disagreement, opposition, or struggle between two or more individuals or groups. It results from incompatible influence attempts between and within individuals, groups or organizations.”
In the age of globalization company has conflicts in terms of people personality, values, attitudes, perceptions, languages, cultures and national backgrounds.
Now, we will discuss about outcomes of conflicts. Outcome of conflicts is the results of conflicts. Conflicts has two consequences – Positive and Negative.
Positive consequences of conflicts are:
Leads to new ideas
Stimulates Creativity
Motivates changes
Promotes Organizational vitality
Helps Individual and Groups
Indicate Problems
Negative consequences of conflicts are:
Diverts energy from work
Wastes of resources
Creates negative climate
Breaks down group cohesion
Increase hostility and aggressive behaviours
Conflicts are divided into two parts – Functional Conflict and Dysfunctional conflict.
Functional conflicts support the goals of the group and improve its performance while dysfunctional conflict hinders the group performance.
In this chapter now we have to discuss about sources of organizational conflict. These are:
Line and Staff Competition
Organization-Individual Disagreements
Overlapping Responsibilities
Functional Interdependence
Personality Clashes
Disagreement over Goals
Flow of Work
Conflict can be divide into two forms also – Intra-Individual or Interpersonal conflict. An Individual can get experience about cognitive conflict, affective conflict, inter-role conflict, intra-role conflict and personal-role conflict.
Strategies of Conflict Management
In the strategies of conflict management we can include – avoiding, accommodating, competing, compromising and collaborating which is style of management.
Negotiation
In this chapter we have to study about negotiation also. Negotiation is a process by which we can define conflict what they are willing to give and accept in return. Negotiation has been including in this chapter because it is a part of conflict management. Negotiation process solves management conflicts towards the employees.
There can be some negotiation steps:
Preparation
Evaluation of Alternatives
Identifying Interests
Bargains
In every country there are different cultural differences in negotiation. Like Japanese give the high importance of emotional sensitivity while for North American it has no high value.
In the negotiation there are two major approaches – Distributive Bargaining and Integrative Negotiation.
In today world there are more value of third-party negotiators who known as – mediator, arbitrator, consultant, inquisitor and delegator or avoider.
Stress
Stress is exceeding complex. Here I will give some definition which has been proposed by theoreticians. According to J. C quick and J. D Quick, “Stress, or the stress response, is the unconscious preparation to fight or flee a person experiences when faced with any demand.”
Another definition from Mikhail is also very important, “Stress refers to a psychological and physiological state that result when certain features of an individual’s environment challenge that person, creating an actual or perceived imbalance between demand and capability to adjust that results in a non-specific response.”
I think stress creates from our environmental situation. Stress affects normally our health.
The causes of stress
After having study the definition of stress we need to know about causes of stress. In the causes of stress we can introduce conflict.
There is some cause of stress:
Inner conflicts
Perceptual influences
Thresholds of stress
Motivational level
Stress value can be measured by a rating scale. These are:
If a person feels about the spouse death its mean value is 100. Like that when a person gets notice of divorce then stress value mean of 73 scales.
In this chapter we will study about two type of behaviour pattern – A and B.
In pattern of “A” behaviour we see these:
Impatience
Aggressiveness
Hostility
Restlessness
Devotion to work
Feeling of Intense time Pressure
Attempts to several things at once
In the type of “B” behaviour pattern we can summarize it as:
Never suffer from a sense of time urgency
Feel no need to display any achievement
Play for fun
To manage stress we can follow some level which can be:
Individual Level
Organisation Level
Crisis Management
It is the last chapter of conflict management. Crisis management is an issue in business world. It is a big issue for now. We can categories crisis management.
Types of Crisis
Natural Disaster
Environmental disaster
Industrial accident
Shortfall in demand
At last, we can say conflict can be a serious problem for a company or organisatioin."
Source Via :Conflict Management – MBA Book