Question

QUESTION ONE Conflict is sometimes misunderstood and interpreted wrongly by conflict managers and leaders of organizations. With appropriate examples, critically examine the misconceptions about conflict in organizations (40 marks) QUESTION TWO Using your place of work or any organization you are familiar with; discuss how the arrangement of work or the job design in your organisations can result in conflicts. (30 marks) QUESTION THREE Conflict is defined by various scholars with different perspectives. Some argue that it has negative consequences which should not be tolerated in organizations whereas some argue that conflict serves as grounds to make effective organizational decisions. Thus, a degree of conflict is, therefore, desirable but not too much. Justify this assertion. (30 marks)

Answer 1

Q1) The major misconception of conflict managers about conflict is that it is always dysfunctional and its outcome are always considered destructive and unproductive while conflict in real terms can turn out to be both functional and productive in certain conditions where variables which influence the outcome are controlled and anticipated to solve the issue. The conflict managers interpret every conflict as the reason of disrupting the relationship between people and thus attempt to eliminate it. But in certain cases conflicts can prove to be the source of creating awareness and lead to revealing of certain obscured facts which can help conflict managers in suggesting solutions which will restore the relationship between the parties in conflict.

The conflict can be functional when the disagreement and arguments between the members or parties is constructive, purposeful and brings positive end result to both parties. For example a business organization who wants to establish a new factory at a place which can prove intensively profitable for the business discovers that the place is surrounded by people and lakes, thus setting up factory has the potential to damage the environment and threaten the livelihood of people living nearby. The differences in the interest resulting in conflict and intense disagreement between the ethical parties inside the organization and management actually proves functional and productive when ethical commitee and management works together to find new ways to reduce the carbon emissions and discover new waste disposable methods which can help the area to keep their lakes and environment pollution free. This discovery and invention of new method due to the conflict produces mutual benefit for both the ethical committee's by satisfying their interests as well as to the organization thus creating a win-win situation.

This conflict creates awareness among people about the various new practices that can be used to reduce the carbon emissions and helps the business to get acceptance from ethical committee to operate in the place also. Therefore the conflict in this situation turned out to be functional. This is because this conflict lead to producing improvement of working conditions due to accomplishing solutions together. And functional conflicts take place in every organization of managed properly. Conflict managers instead of attempting to eliminate the root of conflict should rather focus on turning is as productive as possible through using a coordinated approach which will lead to mutual benefits and restore the relationship between the parties on conflict also.

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