Conflicting in organizations.

The opinion about the advantages of conflict in organization is very controversial. I certainly agree with the statement that in the situation when the stock of our company is flipping, on one hand, the conflict is a very negative phenomenon for our company. However, we can look at the conflict in a completely different way, and I will do my best to convince all the members of the boardroom in my point.

The advantage of the conflict is that it brings members of the team closer together, and involves them into the discussion. You will ask, how can it bring the members of the team closer together if they are arguing? I have an answer for you. Whenever a functional conflict occurs in the team, and of the members argues with another member about a specific approach to some aspect of work, everybody else also gets involved in the discussion. Every member of the team gets interested in the subject, takes some side, and expresses his own opinion.

There is nobody in the team who will stay aside because they will all want to settle the dispute as fast as possible. It’s very possible that the question discussed is about policy provided by the division, and it influences the performance of the organization very much. Such questions need to be discussed, and it’s a very valuable experience when everybody gets involved in the discussion. In some time, the problem will be settled peacefully, and the conflict forgotten. However, the contribution of every member of the division to the discussion will be very noticeable.

Oftentimes, some employees are not very willing to express their opinions on the questions, unless they are forced to do that. However, the opinions they have might be very valuable, and they are usually heard only in the situation of the crisis.

Besides, the whole nature of conflict tells the managers that something is wrong in the organizations. In some situations, an employee notices that changes have to be brought into the system, and argues for that. It’s very important for managers to notice those signals. In other situations, an employee might be not satisfied with methods used when solving problems, and it’s very important to pay attention to the issue. In most situations, new changes can be brought into the organization only through the conflict.

It’s born within the walls of some division, and with its settlement new beneficial changes are brought into the system. We all know that development occurs when through the interaction of thesis and antithesis synthesis is obtained. It carries advantages of both thesis and antithesis, and results in the performance of a much higher level. Conflicts can have any outstanding results, for example, the increase of profitability in the company.

The results of the settled conflict can also benefit the individual performance of members of the team. When an employee’s point of view isn’t paid attention to, when he is not satisfied with the responsibilities he has, he doesn’t perform well and oftentimes rebels against management. Whenever he gets a chance to express himself and his opinion and his ideas get finally implemented, his individual performance increases. In many situations, it’s more favorable to let a conflict occur and be settled than manage a team of unsatisfied members.

As soon as the issue is settled, and an agreement achieved on the vital questions with the mutual efforts of the team, the performance of the team will become much higher. Therefore, we cannot talk only about negative nature of conflict. A conflict which occurs in the organization can bring changes, and once settled wisely, the changes will be very favorable for the organization’s performance.