Using Conflict in Organizations Written by C.K.W De Dreu and E.V. De Vliert

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Table of Contents

Introduction
Summary and Critique
Conclusion
References

Introduction

Conflict Management is the process where organizations focus more on maximizing the positive effects of a conflict and less on the negative effects. Conflict management improves group results, and enhances an organization’s effectiveness.. This paper is a critique and summary of the journal article titled Using Conflict in Organizations written by Carsten K W De Dreu and Evert Van De Vliert.

Summary and Critique

According to the journal article, conflict in an organization takes place when a group or individual feels negatively affected by the activities of another group or individual. This happens when individuals or groups consider the behavior or activities of others incompatible. In addition, the article says that in an organization, conflict may arise because of differences in power, competing over scarce resources, and tendencies to differentiate other than converge. Further, the article says that organizational conflict can occur between two or more people in small work teams or groups, as well as temporary coalitions.

The chapters in the journal article tackle a variety of large and small disputes and conflicts that take place in organizations and groups. There are some chapters in the journal article that look at conflicts existing at micro levels between two people sharing an office or between two people competing for scarce resources. However, there are other chapters that study organizational conflict that takes place in teams. Some team members may feel that management is favoring others by giving them higher salaries and benefits.

Moreover, the journal has four parts that tackle the issue of organizational conflict and performance in different ways. The first part deals with the relationship that exists between performance and conflict management. In addition, this part views the conditions that come with conflict managements, as being productive to an organization and its groups. The second part looks at the conflicts that exist between teams and examines the principles and processes that make it a useful tool in an organization’s decision making process. On the other hand, the third part looks at group competition, as well as conflict.

This part offers an insight on the conditions that hinder and foster the process. The last part of the journal article makes an outline of how to develop interventions based on the knowledge presented on the first three parts (Evert, 2013).

The journal has a theoretical advice for those who engage in organizational conflict, as well as those who assist in resolving the conflicts. The aim of the theoretical advice contained in the journal is to make conflict beneficial to all organizations and groups. Organizations should ensure that they come up with ways of resolving conflicts to avoid losing their productive employees. An organization that caters well for its employees finds it easy in making profits because employees feel valued. Further, there are those who feel that some employees in an organization engage in incompatible activities. Such employees tend to feel left out in organizational activities, leading to under performance.

Conclusion

The paper has established that many organizations face conflicts in their teams, as well as activities. An organization should have a department tasked with the responsibility of resolving conflicts, as and when they emerge. This can increase performance in the organization, and increase trust among employees.

References

Evert, C. (2013). Google Books. Web.

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Using Conflict in Organizations Written by C.K.W De Dreu and E.V. De Vliert

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