Implications of Organizational Conflict on Organizational Development: an Overview
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IMPLICATIONS OF ORGANIZATIONAL CONFLICT ON ORGANIZATIONAL DEVELOPMENT: AN OVERVIEW 1UBAWUIKE, I. JERALDINE, 2ABEH AONDOSEER, 3ALIYU K. MUHAMMED 1,2,3Department of Business Management, Federal Polytechnic, Idah, Kogi State, Nigeria E-mail: [email protected] Abstract—A wide divergence of views exists on the sources and impact of conflict on organizations and the effectiveness of the various strategies for managing them. This study attempts to ascertain whether effective management of conflict contributes to organizational development. It has been argued by some researchers that conflicts are signs of a vibrant organization while others contend it is destructive and capable of retarding stability and performance. Intensive review of related literature was undertaken on the causes, types, implications and strategies for managing conflicts in Nigerian organizations. The study revealed that limited resources, salaries and wages, and interpersonal problems are the major causes of conflict and that conflict has both negative and positive effects on organization. The review also indicated that when conflict is managed properly, the positive effects can be used to encourage organizational innovativeness and build cooperation among the employees. It was recommended that strategies that promote industrial democracy should be adopted by management. Furthermore, the ideal level of conflict resolution required to attain optimum performance for every organization is unique and situational hence managers are advised to establish the best maintainable by the organization. Keywords— Conflict; Organization; Organizational Development. I. INTRODUCTION connotation of "bad" for many people; so much so that they think principally in terms of suppression, Conflicts are inevitable part of organizational life giving little or no attention to its more positive side. since the goals of different stakeholders such as Research suggest that many, if not most, managers and employees are often incompatible. organizations need more conflict, not less [6]. The Conflict is an unpleasant fact in any organization as absence of conflict may indicate autocracy, long as people compete for jobs, resources, power, uniformity, stagnation, and mental fixity; the recognition and security [1]. Organizational conflict presence of conflict may be indicative of democracy, can be regarded as a dispute that occurs when diversity, growth, and self-actualization [7]. Conflict interests, goals or values of different individuals or is ubiquitous, not necessarily dysfunctional and can groups are incompatible with each other. This results be required to defy people to perform and stimulate into a situation whereby they frustrate each other in progress. Other research complements this statement an attempt to achieve their objectives. Conflict arises arguing that conflict is not the opposite of in groups because of the scarcity of freedom, cooperation but a mechanism that allows perceiving position, and resources [2]. People who value benefits of cooperative work [8]. Furthermore, independence tend to resist the need for conflict is considered psychologically and socially interdependence and, to some extent, conformity healthy. It is psychologically healthy because it within a group. People who seek power therefore provides a breather for frustrations and enables a struggle with others for position or status within the feeling of participation and even of joy. And it is group. sociable healthy because it encourages opposition to Conflict has both positive and negative effects [3]. the status quo and provides conditions for social Conflict is a part of organizational life and may occur chances and democracy stemming from pluralism and between individuals, between the individual and the respect to diversity. group, and between groups [4]. While conflict is This study examines the implications of conflict on generally perceived as destructive (dysfunctional), it organizational development. It reviews types of can also be beneficial (functional) because it may conflicts, reasons for conflicts, sources of cause an issue to be presented in different organizational conflicts, factors that have caused perspectives. It can be positive when it encourages conflict in Nigerian organizations, as well as creativity, innovativeness, new looks at old strategies for managing organizational conflicts to conditions, the clarification of points of view, and the improve organizational development in Nigeria. development of human capabilities to handle Many Nigerian organizations have shrunken or interpersonal differences which are core issues of become moribund due to conflict and ineffective organizational development [5]. Conflict can be management of organizational conflict. Activities of negative when it creates resistance to change, some organizations are paralysed for the fact that establishes turmoil in organization or interpersonal attention had not been accorded to conflict and relations, fosters distrust, builds a feeling of defeat, or conflict management of these organizations. These widens the chasm of misunderstanding. organizations do not consider conflict management as Unfortunately, the term "conflict" has only the an integral part of the strategic management Proceedings of The IRES 19th International Conference, Dubai, UAE, 5th December 2015, ISBN: 978-93-85832-64-2 71 Implications of Organizational Conflict on Organizational Development: An Overview responsibility. A sheer misunderstanding between and Organizations are inventions for accomplishing goals among individuals or groups over an inconsequential through group efforts [12]. In the view of others, matter can degenerate into an organizational conflict organization is a social unit of people that is if not properly managed. The general objective of this structured and managed to meet a need or to pursue study is to review the implications of conflict on collective goals [13]. Bradford & Burk identified organizational development in Nigeria. three significant aspect of organization covered by all descriptions. These include: people, goals and II. THE CONCEPT OF CONFLICT AND system. Organizational development on the other CONFLICT MANAGEMENT hand is a systematic organizational change [14]. This description is expanded to imply a deliberately Generally, the concept of conflict has attracted a planned effort to increase an organizations relevance plethora of definitions from different scholars and and viability [15]. In attempt to capture a more detail researchers. But despite the divergent meanings the description of organizational development, experts term has acquired, several common ideas underline further explain it as a future readiness to accept most definitions. Conflict is a process that begins change; a systemic learning and development strategy when one party perceives that another party has intended to change the basics of beliefs, attitudes, negatively affected, or is about to negatively affects, values and structures of current organization to better something that the first party cares about [9]. Conflict absorb disruptive technologies or exploding market can also be defined as a disagreement between two or opportunities [13]. Other authors see organizational more parties – for example, individuals, or a groups, development as a framework for a change process department, organizations, countries – who perceive designed to lead to desirable positive impact to all that they have incompatible concerns. Conflict is a stake holders and the environment [11]. Organization condition that arises whenever the perceived interests development is a generic term embracing a wide of an individual or group clash with those of another range of loosely defined intervention strategies into individual or group in such a way that strong the social system [16]. It is concerned with attempts emotions are aroused and compromise is not to improve the overall performance and effectiveness considered to be an option [10]. He said that conflict, of an organization. Organizational culture and when managed effectively, can contribute to organization change are the two major issues that are organizational effectiveness, but when mishandled central and critical features of organization can give rise to counter-productive behaviour, in development. The essence of organizational which both sides lose. From the definitions of development is more on the development of the conflict, certain things are common. The definition organization than the actual processes of the imply that conflicts exist whenever an action by one organization. party is perceived as preventing or interfering with the goals, need, or actions of another party. It equally III. CAUSES OF ORGANIZATIONAL shows that conflict is a perception issue- the parties to CONFLICTS the conflict must perceive that it exists or it does not exist. Research suggest that it is probable that causes for conflicts are not highly correlated with goal and Before defining the term conflict management, it is objective achievement in situations of routine important that we distinguish between conflict behaviours where procedures are well defined and resolutions and conflict management. Many people environment is stable [6]. In these circumstances, mistake conflict resolutions for conflict management. conflict variables are probably more related to Conflict resolution is an integral part of conflict personality, autonomy reasons, functional management. Conflict management encompasses interdependence and status.