VALUES AND CONFLICT IN ORGANIZATIONS

Values and conflict in organizations

CONFLICT IN ORGANIZATIONS

What is an organization?

Mean by a social organization with relatively defined limits, deliberately created a permanent basis for the achievement of objectives, which combines human and material resources, whose essence is the division of labor and coordination, and some processes involving intra-organizational and interorganizational and a specific culture. However, this definition does not imply that organizations running smoothly.

No organizational growth without conflict and any situation of apparent lack of conflict are nothing more than a brief parenthesis in the course of organizational life to another more or less conflictual situation. Most human interactions are characterized by disagreement and conflict, and those that take place in the context of organizations are no exception. The normal thing is living in the midst of internal or external conflict.

Conflict is inherent in the life of every organization and every individual.

What Is Conflict

We point out that we mean by conflict, as this term may be used to refer to different realities and situations. The organizational conflict is a disagreement between two or more members of a company due to the fact that they have to share scarce resources or activities, but can also originate from the fact that they have status, goals, values or different ideas. Can also be conceived as a process that begins when one party realizes that the other has frustrated, or going to frustrate some of their interests. The consequence is that members of the organization disagree, or part of it, try to make their cause or point of view, to overrule the others.

In this situation, the most important thing is how to manage conflict and what are the results. Determine whether the conflict will be functional (grow) or dysfunctional (paralyzes organizational life.

Attitudes to the Conflict

There are different attitudes to organizational conflict whose change in the last four decades is quite significant. The concept of conflict as inherent to organizational life can be considered relatively recent.

To conflict, the prospects of conflict leading operational staff differ from those of managers, generally conflict resolver. The second answer to what should be a negative assessment would place responsibility for the situation in the first place a weight closer to reality, since suffering the direct consequences of inadequate treatment of the conflict.

The current concept holds that conflict is inevitable in organizations, and even necessary, regardless of the actual work performed. This attitude towards the conflict does not imply that an excess of conflict situations is seen as functional for the organization can harm individuals and prevent the disclosure of organizational goals. It is postulated that the conflict, properly treated, can lead to finding better solutions to problems, the conflict can be considered as a tool for innovation, of change in the company.

From this perspective, the policy task is not to eliminate, or resolve all conflicts, but to manage them properly and get the most benefit for the organization, even to provoke them in situations where their absence would hinder the effectiveness of the ...