Conflict Resolution – A Way of Improving Organization Efficiency
Conflict Resolution – In order to understand and appreciate the nature sources and causes of conflict in business organization, it is pertinent to comprehend the term organization. Conflict cannot be treated in isolation from an organization. According to Rogers and Rogers in their book organization communication” (1976:9), they defined organization as a “Stable” system individuals who work together to achieve through a hierarchy of ranks and division of labour common goal”.
Since organizations are made up of individuals, and these individuals have there whims, idiosyncrasies, goal and aspiration that is peculiar to themselves, it becomes imperative to state that because of this human element which is a vital and major component of any organization. Organization is therefore, not conceived as being harmonious at best, it is seen as more or less a product or compromise or rather as an organized chaos.
Conflict as was defined by David R. Hamption et al “organization at behaviour and practice of management (1973:7) is “a struggle over values claims to status, power and scarce resources in which claims of the conflicting parties are not only to gain desired values, but also to neutralize, injure or eliminate their rival”. Organization conflict can therefore be defined as struggle between groups or individuals in an over values or claims of status, power and scare resources.
However, not all writers agree that organization conflict is away dysfunctional Duttion . E (1956:5).
Mcfarland in his book titled “Management “(1974:8) maintained that some degree of conflicts is inevitable and that management should therefore seek way to take advantages of it. Joe Kelly in his article “Make conflicts work for you”, publicized in the Harvard review, suggested that conflict is a necessary side-effect of change and that it is useful if kept control. Furthermore, conflict can be function and to the event to which it resects on the emergence of abilities and talents which might other wise lie dormant. Joseph A. Littered in his article “Conflict in organization”. A re-examination” published in Academy of management journal, suggested that conflict may be useful in so far it hamper supervisors from becoming too closely involved in supervising subordinates. Organization conflicts are therefore a pervasive and familiar characteristics of any organization life. This chapter will therefore attempt to present an overview of the causes, types consequences and resolution of conflict.
2.2 SCHOOLS OF THOUGHT WITHIN THE SUBJECT AREA
Mcfarland in his book titled “Management” (1974:8), maintained that some degree of conflicts is evitable and that management should therefore seek ways to take advantage of it.
Joe Kelly in his article “Make conflicts work for you” publicized in the Harvard (1963) Review, suggested that conflict is a necessary side-effect of change and that it is useful if kept control.
Joseph Alteno in his book “Conflict in Organization” (1976:17). “A re-examination” published in Academy of management journal, suggested that conflict may be useful in so far as it hamper supervisors from becoming too closely involved in supervising subordinates.
Edmond Chaka in his book “Essentials of management” (1994:13) “Maintained that the inability of management to effectively resolve conflict, may lead to low or poor productivity”.
2.3 SCHOOLS OF THOUGHT RELEVANT TO THE PROBLEM OF STUDY
Adebayo Adniyi in his book titled “The Essentials of Conflict Resolution in an organization” (1997:24) “Stated that the ability of management to properly and effectively resolve conflicts within her employees, will definitely lead to organizational growth”.
Pro. Henry Ojenga stated in his book “conflict resolution, a sure way to organizational growth” (1999:27) “That an organization which intends to grow financially, peacefully and otherwise, should endeavour to resolve her employees conflicts without sentiments attached to it.
Dennis .L. in his book titled “conflicts, inevitable in an organization” (1990:37) “Although, conflict is inevitable in an organization, management should endeavour to resource it when it occurs”.
2.4 DIFFERENT METHODS OF STUDYING THE PROBLEM
According to Louis. R. Roudy, organization conflicts concepts and models administrative source quarterly, September (1967:296-320) identified three major conceptual methods to managing organization conflict. And they are:
- Bargaining method: This model of conflict deals with various interest in the organization that compete for limited resources.
- Bureaucratic method: This model of conflict deals with the vertical, authority relationship in a hierarchical structure. Conflict occur when superiors attempt to control subordinates and they resist such control.
- System Method: Whereas the bargaining model emphasizes on problems of competition and the bureaucratic model is concerned with the difficulties or control, systems model is about co-ordination problems specifically the system method deals with the lateral or horizontal relationship between functions.
This project is talking about the origin of the subject matter, schools of thought within the subject area, schools of thought relevant to the problems of study and different methods of studying the problem etc.
Conflict cannot be treated in isolation from an organization. According to Rogers and Rogers in their book “Organization communication” (1976:9), they defined organization as a “Stable system individuals who work together to achieve through a hierarchy of ranks and division of labour, common goal”.
This chapter, really emphasized on the inability of management to effectively and properly resolve conflict, which in turn offer, leads to poor productivity and lack of growth.
Any organization which intends to forge ahead financially, peacefully and otherwise, must lay more emphasis on conflict resolution, which is very paramount in any organization.
Although, conflicts are inevitable in an organization, management should endeavour to map out strategies to resolving them when they occurs. This project emphasizes on how conflicts could be resolved to improve organization efficiency which enables the organization to grow as an entity. Improving organization efficiency, could only be attained through conflict resolution and management.
This article was extracted from a Project Research Work Topic
“IMPROVING ORGANIZATION EFFICIENCY THROUGH CONFLICT RESOLUTION AND MANAGEMENT CASE STUDY INSTITUTE OF MANAGEMENT AND TECHNOLOGY (I.M.T) ENUGU.)”