Do not wait for conflict!!!!!!!
Every organization faces almost the same problem and that is the conflict. This conflict occurs in different manner. It can be in the form of intrapersonal conflict that is the internal conflict to individuals, or it is mainly related to dissonance. For example, when you have to decide between two different things, the intrapersonal conflict emerges whether the first or second choice is selected. It can be in the form of interpersonal conflict that is the conflict between two or more individuals. Every individual in the organization comes from different backgrounds, have different beliefs and favor, and these will lead to having the conflict. It can be in the form of intergroup or structural conflict. This is concerned with the organizational structure itself. This can be the overlapping structures or lack of having clear job description, job specification, and job scope or job depth. It can be in the form of organizational conflict. This is the touchy conflict problem, and it is thoroughly considered to fairly solve. This conflict incurs between organization and employees itself. These types of conflicts have their steps of developing and they appear with tension build. The organization itself is required to be alert to these types of conflicts and their stages of development, and then take an action in both reactors and pro-actors to go against them at every stage. These stages include (Rue & Byars, 2007, pp. 338-343):
A. Latent conflict: The conflict exists in the organization, but it is not recognized. For instance, because of demographics, there are blended of different nationalities in the organizations. This is the prime step of having the conflict that it has yet been recognized. This could be taken into deep consideration by the organization so as to take strong measure to step down on this type of conflict development.
B. Perceived conflict: The cause of conflict has now been recognized. It can be from cause of having different value, feelings and emotions, needs, perceptions, or economics. It will be good and successful if the organization plans and cook it out on time before allowing it go freely.
C. Felt conflict: After the conflict has already been recognized, it starts to widen and spread out. The tension begins in the organization, and the short-tempered behavior comes up. The employees are divided into groups or parties, and the problems are discussed at the meal time, not during the meeting. Each is looking for his/her own benefits or self-interest, the egotistical ideas appear, and value of the organization is gradually worse. The organization is required to make a prediction in advance of these problems before they grow larger and uncontrolled.
D. Manifest the conflict: In this step, the conflict grows larger, and the disruption arises in the public. Rough and awkward situations happen, and every worker starts to look at the organization differently. It is like the arrows that go into contrast directions. The feelings of having synergy is destroyed but to pop up with looking for individual advantages.
E. Conflict aftermath: After having already been identified the cause of the conflict, it comes to the solutions. The organization finds the way out to search for the appropriate tactics to tackle the problems, and the problem will be ended in either positive or negative ways.
In short, Learning the conflicts in advance, and do not wait until the conflicts happen and go freely, it will help every organization run its own business smoothly and successfully.
Sam Aun (Andy)
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