Conflict Management in Organizational Culture

 

An organization cannot exist without conflicting conditions. 80% of conflict situations are known to arise without human volition. Its reasons include people's unique traits as well as the organizational structure, which is influenced by the culture that has been developed within the company. The psychological climate of the organization is influenced by how well organizational management diagnoses and resolves problems as well as how they handle stress. Each employee's and the organization's overall labour productivity is intimately correlated with the psychological environment. Conflicts frequently result in lower productivity and the departure of the finest employees. Organizational culture offers a sense-making process that helps leaders and members comprehend the nature of the problem and choose the best course of action during a high-uncertainty situation (du Plessis, et al. 2022).

The Human Resource Management method has identified five conflict resolution strategies: cooperation, rivalry, avoidance, accommodation, and compromise. Additional techniques that are recognized include participation and consensus building, litigation, conciliation, negotiation, mediation, and diplomacy (see www.partnersglobal.org). Any conflict's resolution strategy may vary depending on the parties involved and the nature of the dispute. In a healthy organizational culture, conflicts are viewed as opportunities for growth and learning rather than as destructive forces. Open communication channels, transparency, and a culture of respect and trust are essential elements in managing conflicts constructively. Leaders play a crucial role in setting the tone for how conflicts are addressed within the organization (Kilag, et al. 2023). They should encourage open dialogue, active listening, and empathy among team members. The interaction between leadership techniques and organizational culture in crisis management is complex and dynamic. Effective crisis response depends on a leader's style and the culture of the organization being in harmony (Madi Odeh, et al. 2023).

Firms with cultures that prioritized adaptability, receptiveness to change, and a proactive inclination to try new things demonstrated greater crisis resilience. Aligning cultural norms with the dynamic demands imposed by crisis situations is crucial, as demonstrated by the greater capacity for innovative crisis response tactics demonstrated by leaders functioning within these adaptable cultures. An organizational culture that is adaptable and competent crisis leadership are positively correlated, according to a summary of the meta-analysis's findings (Uy et al. 2023).

Conclusion, 
Effective conflict management is vital for maintaining a healthy organizational culture. By fostering open communication, respect, and trust, organizations can transform conflicts into opportunities for growth and innovation. Investing in conflict resolution strategies and training can help prevent conflicts from escalating and ensure a positive work environment conducive to productivity and success.

 

References

 Du Plessis,M. Jansen van Vuuren,CD. Simons, A. Frantz, J. Roman,N. and   Andipatin, M. (2022) ‘South African higher education institutions at the beginning of the Covid-19 pandemic: Sense-making and lessons learnt. In Frontiers in education’,  Frontiers Media SA. 6.

Kilag,OKT. Largo,JM. Rabillas,AR. Kilag,FE. Angtud, MKA. Book, JFP. and Sasan, JM. (2023) ‘Administrators’ Conflict Management and Strategies', European Journal of Higher Education and Academic Advancement, 1(2), pp.22-31

Nina, A, Martinez, OKT. Kilag RD and Macario. (2023) ‘The Impact of Organizational Culture on Leadership Strategies in Crisis Management’, Excellencia International Multi- Disciplinary Journal of education, 1(5).

Madi ORB. Obeidat,BY. Jaradat,MO. Masa'deh,RE. and Alshurideh, MT. (2023)
‘The transformational leadership role in achieving organizational resilience through adaptive cultures: the case of Dubai service sector’, International Journal of Productivity and Performance Management,  72(2), pp. 440-468.

Uy,F. Kilag,OK. Abendan,CF. Macapobre,K. Cañizares,MC. and Yray,F. (2023) ‘Application of Adaptive Crisis Management Theory: The Dynamics of Leadership in Times of Crisis’, Excellencia: International Multi-disciplinary Journal of Education,1(5), pp. 159-170.


Comments

  1. Krishanthiny KrishnarajApril 9, 2024 at 7:38 PM

    I love that fact that you are so realistic to address the issue that conflicts cannot be omitted but rather we can plan for it ahead! We all through rollercoasters of emotions and working with colleages from different upbringings and mindsets would be beautiful challenge to handle with peace.

    ReplyDelete
  2. Laurena CottlingApril 11, 2024 at 2:48 AM

    Your emphasis on the role played by the leaders in setting the tone for conflict management is a very crucial point, as it focuses on turning the tables, by using the opportunity to grow rather than creating destructive forces.

    ReplyDelete
  3. Carolin RichwayApril 11, 2024 at 10:44 PM

    your observation about the inevitability of conflicting conditions within organizations is insightful. Indeed, conflicts can emerge from various sources, often beyond human control. Understanding that a significant portion of conflicts arises without deliberate human intent underscores the complexity of organizational dynamics

    ReplyDelete
  4. Gowri PereraApril 12, 2024 at 5:10 AM

    Managing conflicts well is essential to preserving a positive workplace culture. Well informative article

    ReplyDelete
  5. Rusky AhamedApril 13, 2024 at 8:11 AM

    You’ve highlighted some key elements of effective conflict management. Open communication, respect, and trust are indeed foundational to transforming conflicts into opportunities.

    ReplyDelete
  6. Pamuditha SamarasingheApril 14, 2024 at 3:15 AM

    Conflict resolution is the key to strengthening the relationship between the management and the employees. You have given a great explanation to this topic.

    ReplyDelete
  7. Sachini HithakshikaApril 14, 2024 at 11:29 PM

    An organization's ability to effectively manage conflicts promotes healthy of the work environment, increases morale, productivity, and improves problem-solving and decision-making as you discussed here. Well written article.

    ReplyDelete
  8. priyaApril 15, 2024 at 12:19 AM

    The understanding, handling and resolution of conflicts are significantly influenced by the culture of the organization. Well explained

    ReplyDelete

Post a Comment

Popular posts from this blog

Impact of Recruitment and Selection Process on Organizational Performance

Image
  Organizational performance in the fast-paced world of contemporary companies is a reflection of the efficiency of its internal procedures as well as an output metric. The hiring and selection process is one of the most important of these since it provides the means of obtaining talent that will influence the organization's destiny. The hiring process involves a methodical process that takes a lot of time and resources, from finding applicants to planning and conducting interviews.  Job analysis refers to the techniques and processes used to comprehend the role and its requirements. The two primary sources of hiring are external and internal (Gardi et al. 2020). The process of choosing the best candidate for a position involves assessing and interviewing potential employees. Selection is the process of employing qualified candidates who can carry out the job duties with success (Prabhu et al. 2020). Human resource management is in charge of identifying and choosing the best c...
Read more

Embracing Diversity: How Organizational Culture Thrives with a Diverse Workforce

Image
      Diversity is a fundamental component of contemporary corporate culture, not just a catchphrase. Effective diversity adoption can completely change the dynamics of the workplace by promoting inclusivity, innovation, and creativity. Let's examine the significant effects that diversity has on company culture.  Diverse teams are more adept at navigating the complexity of international marketplaces, which improves an organization's capacity to compete globally  (Daft & Armstrong, 2021). Diversity brings a wealth of perspectives, experiences, and ideas to the table. When teams consist of individuals with different cultural backgrounds It becomes imperative to develop cultural competency so that individuals can collaborate and communicate effectively across cultural divides (Smith & Johnson, 2015). Genders, ages, ethnicities, and abilities, they are more likely to approach challenges from various angles, leading to innovation and creativity. A diverse wor...
Read more

The Effects of Green Human Resource Management and Green Organizational Culture

Image
  Green Human Resource Management (GHRM) and a green organizational culture are becoming increasingly important in today's environmentally conscious world. These concepts not only contribute to environmental sustainability but also yield numerous benefits for organizations and their employees. Improved business performance is impacted by the use of GHRM methods (Guerci & Carollo, 2016). Integrating environmental factors into HR practices and regulations is the main goal of GHRM. This covers programs like encouraging environmentally conscious behavior among staff members, introducing sustainability into hiring and training procedures, and introducing green initiatives at every stage of the staff member's career (Amini, Bienstock & Narcum, 2018). Organizations may decrease waste, preserve resources, and lower their carbon footprint by putting environmental sustainability first. An important outcome of GHRM is enhanced morale and employee engagement. Employees are more lik...
Read more