This is the struggle between incompatible or opposing needs, wishes or individual. This arise when individuals or group of people encounter gals that both parties cannot obtain satisfactory. The behavior by an individual or group has to be purposely inhibiting the attainment of goals by another individual or group for conflict to exist. Organization especially large and complex ones employ different groups of people which have to coordinate in the best way possible in order to achieve both individual and organizational goals.
This means that the management has to create an environment in which members can cooperate with each other. Work groups usually have a tendency of competing for limited resources, power status to the extent of disrupting the cooperative efforts. Besides internal conflict management also faces conflicts from external forces which may include government, trade unions and economic conditions. Conflicts are considered destructive and something which should be avoided at all cost only when they result in stress and anxiety for those experiencing it.
It causes discontent and frustration and if they threaten harmony and unity within social group. (Dai, 2008) Leaders are evaluated and rewarded on the basis of how well they maintain peace and harmony in the work group. Since conflict could be evaluated in strengthening organizational changes, conflicts and discontent helps influence and stimulate the need for changes and without change an organization would stagnate. This could also leader to employees’ dissatisfaction and poor job performance if it becomes excessive and unmanageable.
Conflicts also have positive effect in an organization, example, conflict clarifies those real issues, they increase innovation, inter-group conflict solidifies the group and also conflict resolution solidifies inter-group relationship. Leadership Management is one of the most important factors that determine the viability of the operation of the organization. Good management in an organization leads to growth and likewise bad management practices can cause collapse of an organization.
Leadership is one of most important function of any management. Good leadership is essential for effective running of an organization. Leaderships in an organization can be authoritative, autocratic, or any other kind of leadership It has been shown that authoritative leadership has been responsible to a variety of problem in the decision making process in an organization. In such kid of leadership, decision are made from the top and the mange has to be consulted for all organizational decision making process.
Though there may be other people who are more experienced in the organization than the manager, the manager will have to be consulted before all decisions are made. Authoritative leadership holds the organization to the mercy of the manager and it discourages innovation since manager has to be consulted before all the decision are made. The leader has to provide guidance for the organization and therefore leadership is very important in the process of organizational change.
The mange has to learn how to delegate duties to various people in the organization as s way of encouraging the process of organizational change. (Morgan, 1995) Conclusion In any company, success is the main objective, this is determined by both internal and external factors and the organizational response to both will determine the future stand of the company. If the company does not recognize and motivate its employees who are the most important asset of the company, it might be at great risk of collapsing.
On the other hand external factor which include the government, customers, competitors and supplies should also be give a potion of consideration, this will help the company in learning its business environment and planning of strategies to follow to overcome the obstacles that may affect the success of the company. Good leader ship may be a great asset to the company for it will be responsible for guiding and steering the company to success.
Reference: Dai, W. (2008). Transition: managing personal and organizational change. ACDM Newsletter, April 2008 Morgan, G. (1995). The role and objective in organizational change. London: CIPFA