Overview

Develop a 3–4-page plan to identify the causes of organizational conflict, explain how conflict affects an organization, and select a conflict resolution style to use. Explain conflict negotiation strategies and determine the likely outcomes. Causes of Organizational Conflict Assignment Papers

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

• Competency 1: Identify variables within structures or institutions that can promote conflict.
  • Identify the factors responsible for conflict within an organization.
• Competency 3: Apply appropriate strategies to reduce or resolve conflicts.
  • Describe a conflict resolution style appropriate for a conflict situation within an organization.
  • Explain conflict negotiation strategies appropriate for a conflict situation within an organization.
• Competency 4: Analyze the impact of conflict on relationship building in face-to-face, virtual, cyber, and group communication.
  • Explain how conflict affects an organization.
• Competency 5: Evaluate the outcome of proposed strategies of conflict resolution.
  • Determine the outcomes of conflict negotiation strategies for an organization.
• Competency 6: Communicate effectively in a variety of formats.
  • Write coherently to support a central idea in appropriate APA format with correct grammar, usage, and mechanics.

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Assessment Instructions

You volunteer with an organization whose executive leadership has conflicted for almost a year in deep, fairly public ways, on a variety of topics. At first, the conflict seemed to center on the types of events the organization sponsored, but, recently, some members of the leadership team have been making accusations of bias based on race, culture, social status, and religion against other leadership members, including the director. The conflict is making it difficult for anyone to continue working with the organization.

The leadership team is composed of seven members. Six of the members, including the director, are women. There are two African-American members, including the only man on the team. There is one Hispanic member. The other four members, including the director, are Caucasian.

You have successfully handled small conflicts among the volunteers and staff in the past, and now they have asked you to step in and see if you can help resolve the conflict before  Causes of Organizational Conflict Assignment Papers

ADDITIONAL INFORMATION;

Causes of Organizational Conflict

Introduction

Organizational conflict is the lack of agreement between individuals or groups over the goals, objectives, policies and methods in an organization. It can be caused by several factors such as cultural differences, work styles etc.

Partly or entirely different goals

Sometimes, the differences in goals are a result of different priorities. For example, one person may be working on a project that has very high stakes for the company and its reputation. In contrast, another person may be focused on building stronger relationships with customers or improving efficiency within their department. The latter employee might have a lower priority because it doesn’t directly impact sales or profits; however, they still care deeply about their work and would like to see it succeed.

Other times conflicts occur because people have different perspectives on what is important or valuable in their jobs—and those views can lead them down different paths towards achieving their goals as individuals (or teams). For example: A leader might believe that teamwork is essential for success; meanwhile another leader prefers individual achievement over group effort—and this difference may cause tension between them when they’re trying to achieve common objectives together as part-time partners who share responsibility for leading each other’s projects toward success.”

Poor communication

Poor communication is a common cause of conflict in organizations. The key to resolving this issue is to improve your team’s ability to communicate effectively with one another and with the people who manage them. People often fail at this because they don’t understand each other’s points of view, or because they aren’t paying attention when someone else speaks. This can lead to misunderstandings, which then causes friction between colleagues and managers and eventually, poor performance by those involved.

To prevent these problems from happening again:

• Make sure everyone knows what’s expected from them (e.g., meeting times)

• Prepare for meetings well in advance so that nothing falls through the cracks

• Communicate openly about progress made on projects

Personality clashes

Personality clashes are the most common cause of conflict. The differences between people’s personalities can lead to misunderstandings, arguments and even fights.

• When the personalities are similar: This is a good thing because it means that you have someone who understands your needs and wants in life. But when there’s too much similarity between two people, they may not be able to reach their full potential at work because they don’t feel comfortable sharing ideas or opinions with one another; this can cause problems down the road as well – if one person is always complaining about something while another never does anything about it then eventually one will stop listening altogether!

• When the personalities differ: In this situation we need someone who has more experience than us so we learn from them; however if this doesn’t happen then our ideas might not get implemented properly due to lack of communication within teams which could lead either way (i) results won’t improve until change occurs or ii) further improvements aren’t possible because everyone defaults back into old habits instead)”

Different work styles

The first step to resolving conflict is to understand that there are differences in work styles. You may be surprised to learn that you have different ways of doing things than your coworker, or even your boss.

In order to deal with these differences, it’s important for both parties involved in the conflict to try and find a common ground where they can meet each other halfway. This can be done by having an open conversation about their differences in approach or opinion and then coming up with a solution together based on those differences rather than forcing someone else into something they don’t want or just won’t work out well (like trying too hard).

Disagreements about how to achieve a goal

Conflict can arise when people have different ideas about how to achieve a goal.

People may have different ideas about how to achieve a goal because of their own personal experience, or because they value different things. For example, one person may believe that it’s better to take risks and fail than not take any risks at all; another person might think that taking risks is only acceptable if there’s clear evidence that the risk can be overcome and lead to success.

Organizational conflict can also result from differences in values among members of an organization as well as between organizations (e.g., between companies competing in the same market).

Lack of clarity over responsibilities and authority and ambiguous job expectations, roles, or tasks.

When people have a lack of clarity over their responsibilities and authority, it can cause conflict.

• Lack of clarity over responsibilities and authority: The roles and tasks that are expected of each member of the team are not clearly defined. People may not know what they need to do, or how they should do it. This can lead to confusion about who is responsible for what, which causes confusion about who has the right to make decisions in certain situations (e.g., taking time off).

• Ambiguous job expectations, roles, or tasks: These types of conflicts are caused by ambiguous job descriptions or unclear responsibilities within an organization’s structure (e.g., “I’m supposed to do this… but I don’t think I’m allowed too because my boss told me otherwise from last week).

It is important to keep the above in mind when working with teams.

It is important to keep the above in mind when working with teams. There are many things that can cause conflict, and it’s important for you as a leader or manager to understand what those causes are so that you can help prevent them from happening.

If you’re in a leadership position, then being aware of the signs of conflict can help protect your employees from experiencing unnecessary stress and frustration at work. For example: if someone has been having trouble communicating with another person on their team (or any other type), they might not feel comfortable approaching their manager about this issue because they fear being seen as disloyal by their colleagues.

As a result, this person may end up ignoring their concerns until they become too big an issue and then everyone else notices! This leads us back around again: if we want less conflict between teams at our company/organization/department etc…then we need everyone working together harmoniously instead of competing against each other (which leads us straight into “How do I fix this problem?”).

Conclusion

The causes of organizational conflict are many and varied, but the best way to deal with it is by keeping these things in mind. The most important thing is to be aware that there are potential problems ahead, so you’re prepared for them when they come up. Also make sure that people on your team have an understanding of what could cause conflict outside their own specific roles, because these issues can be both personal and professional in nature and if left unchecked, they could lead to serious problems within an organization.