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Understanding organizational conflict and how leadership and researched conflict resolution
Read the following article to better understand organizational conflict and how leadership and researched conflict resolution steps be used to mitigate or resolve conflict: What the Differences in Conflict Between Online and Face-to-Face Work Groups Mean for Hybrid Groups: A State of the Art Review
Conflict can be present in an organization in many ways. There can be conflict with a task, a process, or with individuals. At its core, conflict centers on the perception (or reality) that the particular situation will negatively impact what the individual believes is the correct assertion or process. It is important to note that because opinions and experiences differ, that does not necessarily mean one party or the other is in error. However, the differences form the foundation of a conflict that must be identified and resolved.
Anyone can argue that conflict is inevitable, but company leaders and employees must recognize conflict exists and work to resolve the issues and mitigate potential impacts.
Based on your research and experience, discuss the following with your classmates:
What are the different types of conflict and social dilemmas that can be experienced in an organization? What conflict resolution models can be used to mitigate and reduce conflict in a company’s sociotechnical systems environment? How have social media applications increased or decreased conflict in the workplace?
Full Answer Section
Conflict Resolution Models 🛠️
In a company’s sociotechnical systems environment, which integrates people and technology, several conflict resolution models can be used. The dual concern model is a common framework that suggests five approaches based on an individual's concern for their own outcomes versus the other party's outcomes: competing, collaborating, compromising, accommodating, and avoiding. For a sociotechnical environment, the collaborating approach is often most effective. This involves a win-win orientation where parties work together to find a solution that satisfies everyone's needs. This is particularly useful in technology-rich environments where a single solution may need to be integrated across multiple teams and systems.
Another valuable model is the problem-solving model, which involves a series of steps: defining the problem, generating alternative solutions, evaluating the solutions, and implementing the chosen solution. In a sociotechnical system, this model can be applied to both human and technical issues, ensuring that the resolution is both technically sound and socially accepted. For instance, when a new software system causes user friction, this model can be used to gather feedback from end-users (the social component) to inform changes to the software (the technical component).
Social Media and Workplace Conflict 📱
Social media applications have had a dual impact on workplace conflict. On one hand, they can increase conflict by providing new platforms for disagreements and misunderstandings. The asynchronous nature of communication and the lack of nonverbal cues on social media can lead to misinterpretations and escalated emotions. Platforms like Slack or Microsoft Teams can become battlegrounds for passive-aggressive comments or public shaming. Furthermore, the blurring of professional and personal boundaries on social media can introduce relationship conflicts from an employee's personal life into the workplace.
Conversely, social media can also decrease conflict by providing more channels for communication. For remote or hybrid teams, these applications can foster a sense of connection and community, which can mitigate relationship conflicts. A quick, informal chat or a shared emoji can diffuse tension that might otherwise build up in a face-to-face meeting. Well-managed social media channels can also be used for quick, transparent communication from leadership, reducing uncertainty and process conflicts. The key is in how these tools are managed and the organizational culture that governs their use.
Sample Answer
Types of Conflict and Social Dilemmas 🤝
Organizational conflict can be categorized into several types. Task conflict relates to disagreements about the content and goals of the work itself. Process conflict involves disagreements over how the work gets done, such as the logistics, procedures, or allocation of duties. Finally, relationship conflict is interpersonal and focuses on personal differences, such as animosity or friction between individuals. While task and process conflicts can sometimes be beneficial by leading to better solutions, relationship conflict is almost always detrimental to morale and productivity.
A significant social dilemma in organizations is the "social loafing" effect, where individuals exert less effort in a group setting than they would working alone. Another is the tragedy of the commons, where individuals act in their own self-interest, depleting a shared resource despite knowing that it's against the group's long-term interest. These dilemmas often stem from a lack of trust and communication, which can lead to larger conflicts.