Consequences Of Dysfunctional Conflict In Organization Homework Answer

Answer :

Dysfunctional conflict

Dysfunctional conflict can be termed as the antagonistic situation in the organization that directs toward deterioration in communication and inadequacy in performance by the team or group members (HORNER et al. 2017). Dysfunctional conflict in an organization arises primarily from ego satisfaction and the vested interests of people with high competing ambitions. 

The consequences of dysfunctional conflict in an organization by citing an example 

Dysfunctional conflicts tend to increase tension and stress within an organization, resulting in the workplace's adverse ambience. The possible consequence of dysfunctional conflicts emerges as hostility among the employees, an anxious atmosphere, and frustration, which impacts the productivity of the organization (Mikkelsen & Clegg, 2018). Dysfunctional conflicts are hard to get resolved, which thwarts the position of the employees and compels them to leave or resign from the organization, thereby leading to a high rate of employee turnover. The employees are distracted from achieving the objectives of the organization with dysfunctional conflicts.

Dysfunctional conflict may also be termed as destructive conflict, which possesses only negative impacts on the performance of the employees (Siverbo et al. 2019). For example, the marketing manager at Symphony Construction has struck a deal of $14 million in Sydney, where a piece of land is eyed for a commercial complex. The neighbours, however, have protested against this move since the piece of land has a green cover with thousands of trees and a spring, which will impact the bio-diversity of this place. Even the Symphony Constructions' employees are concerned about the health impacts since some are the residents of that place. The marketing manager uses harmful tactics like threatening the employees, providing negative feedback on the appraisals, deception and manipulation with the local authorities to get his project passed. The manager's vested interest is evident in this case, which results in distrust with his employees, a high rate of turnover and dissatisfaction among the existing employees of the organization who feels the company owes corporate social responsibility to the community. 

A possible remedy to mitigate the conflict situation 

As the project manager of Symphony Constructions, I would like to intervene with some possibilities in negotiating with the resolutions. The first step in intervention would be mediating the conflict with an alternative piece of land that will not impact the bio-diversity or health of the residents (Khan et al. 2017). I would like to provide logical reason and persuasion with the marketing manager. The second intervention step will include arbitration of the issue. Active listening to both the parties and seeking a solution with saving the land with effective measures will be the process to negotiate. The other stages of dysfunctional conflict resolution suggest controlling, accepting and eliminating the conflicts. Communication and active listening to the concerns of both parties may have a positive impact while finding resolutions. The fundamental focus will be on finding the best possible alternatives to the issues and then asking the manager to change his behaviour towards his subordinates, leading to worsening the situation. Training on communication helps in mediating conflicts in the organization.