Inter-Personal Conflict Within an OrganizationEssay Preview: Inter-Personal Conflict Within an OrganizationReport this essayINTER PERSONAL CONFLICT WITHIN AN ORGANIZATIONIf an organization is to achieve all its goals and objectives it requires a good network of departments. These departments should not only uphold their autonomy, achieve their individual goals, but should also work together to attain the vision of that organization. If discord should arise then, there is a likelihood of the occurrence of a conflict. For instance, say the Sales, Engineering, Marketing, and Finance departments of an organization are in conflict. They all have legitimate complaints with regard to their areas of specialty. The Marketing department which deals with the clients and product promotion feel that the product does not address the buyers needs and though the product is functional, it lacks practicality. The engineers complain that they are not adequately consulted in the conceptualization and subsequent design of the new product. The Sales and Finance departments in turn, are not concerned about whatever problems arise during the production process provided that the final product is being bought and is bringing back impressive returns. This conflict of interest could lead to the downfall of the organization if not well addressed and thus the need for amicable conflict resolutions within organizations.
Main causes of conflictsDiversity in responsibility is probably the greatest predisposing factor to conflict. With each department trying to address a different goal, they often tend to disagree. For instance, the engineers are technical in their approach to the creation of the new product such that they may come up with a product that focuses on quality and usability. Whereas the marketing department maintains that, the most important features of the product should mainly be availability and affordability. This results in a conflict of interest between the two departments resulting in the possible disruption of the production process.
Absence of proper administrative structures within the organisation that regulate the interaction of these departments and ensure that they work together within certain boundaries, results in conflict. These structures form a foundation that adequately deals with how work should be coordinated and conflict and misunderstanding reduced to a minimum. Poor communication also causes conflict. The absence of proper channels through which the different departments can come together will result in the problem being ignored. This is usually due to absence of proper administrative measures to take care of the issue at hand.
Conflict resolutionMethods of conflict resolutionIdentifying the underlying problem is usually the most important stage of conflict resolution (Johnson, 1976). Good and functional organizational structures should be implemented to promote greater integration and interaction of various arms of an organization. This should be done in a way that all the stakeholders direct their efforts to the realization of the goals and the vision of the organization. Strong structures allow for flexibility and for the attainment of beneficial solutions. Another method is the creation of a separate department that acts like a liaison between the different departments. This liaison department formulates protocol that
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4.1.1 Organization of the International Organization In the absence of organizational structure, conflict between different member states, or any other conflict not currently engaged in, may cause difficulties to a Member country which may be difficult for any member country to take up under appropriate circumstances. Thus, the creation of a separate department to discuss and resolve conflict in each branch of the international organization must ensure that other Member countries, if there are any, would know the cause of each conflict, provide sufficient information as to what is going on at the base level and what needs to change, and provide adequate training, for the members of an effective conflict resolution plan. Other issues related to conflict resolution by members may also lead to disagreements between Member States, or could be disruptive to the overall operation of the international organization, which can impede the effectiveness of the organization. It is important to remember that other members of organization who have decided to do, in some cases, very simple tasks, should be fully supported. In addition, a significant number of Member countries are highly skilled in the use of conflict resolution methods. There are several methods of conflict resolution available in the context of this chapter, and, despite their high quality, the methods are still largely unexplored. The best way to minimize disputes between members can be to recognize the limitations of each method. Therefore, it is important to provide all Members in a conflict resolution plan the best available options to resolve the conflict. In order to do so a conflict resolution plan ought to clearly show the main objectives and the means to resolve conflicts. However, the most important goal of a conflict resolution plan should be to reach any end, be effective, and be feasible to all Members so that the main cause of all conflicts is peaceable implementation of the agreement of the parties. Peaceable implementation requires all parties to have an effective control over their own affairs and not merely their own activities. The conflict resolution process could then focus for a time and to date with the main objectives of the agreements. An efficient and effective and effective international peacekeeping force under these terms should not only prevent conflict in countries in different regions, but could ensure peace and cooperation throughout the world. It is therefore necessary to develop a policy that enables members to work well together to achieve the objectives of the agreements. In such a policy, the members of an organization should share the responsibility for peacekeeping for the peacekeepers, and should share with each other the responsibilities and responsibility of the peacekeeping force and its personnel. A policy to promote mutual development of conflict resolution methodologies, such as conflict resolution methods of action through training, development, or research, must be developed so that members of organizations can work toward the objectives of the agreements. An effective Peacekeeping Force would assist in the management and development of conflicts. In order for an organization to operate effectively under the peacetime peacekeeping capacity of the United States, the organization needs to be able to serve peacekeeping activities