Analysis of organizational complexities and conflicts: Major reasons
The main aim of this business report is to explore the management of human resource in this potent and rapidly developing era. In this modern and technological environment, the human resource has taken a different way to cooperate and coordinate in order to draw the positive results. In this rapid era of development of organizational and business culture, the workforce might not proceed with the positive relations; conflicts have become common among the people due to the diverse culture and globalization. This report basically focused on the assessment of managing the conflict in the complex and dynamic environment. On the other hand, strategies which are supportive to train the employees towards conflict management are also evaluated.
There are many reasons in the organizations due to which conflicts can arise about their non- acceptance of views and perspectives of each other. The root cause behind the organizational conflicts and complexities are as
The globalization has change the way of doing business but it has also created the complexities for the organization in order to manage the wide range of activities in rapidly developing environment. The today’s environment of globalization and techno- efficient has laid down the development of human resource in significant manner. In context to this, it is also known that the human resource is an important factor while engaging with the organizational management as it can influence the higher degree of decision making for the organization. The business’s operations are growing and the culture of organizations is also changing that directly leads towards the complex environment in this globalization edge. Due to the changing in the concurrent environment, conflicts are common among the employees, bosses, management and subordinates staff of the organization so the conflict can arisen at any type of work environment (Daryania and Amini, 2016). It is described that the conflict arise due to the disagreeing the view and decision in between the workforce and their management with respect to their views and approach of decision making on a particular problem. Along with this, it is also assessed that the conflict is very common among the employees or similar job line of employees. In relation to this, the complexities can impact the performance and ultimately organization as well so the disagreement among the employees may also create the complex environment (Mccorkle and Reese, 2017). The organizations are organized under the globalization and different leadership styles that might influence the organization because of the variant traits in the diverse organizations. In relation to this, it is assessed that the conflicts can be arisen due to the behavioral complexities which include the characteristics of behavior of people as each and every people interact with the variant style of behavior so the kind of behavior can create the complex environment. In addition to this, way of communication and diversity in the organization can also be the root cause for the typical situation for organization (Roche et. al, 2014). Along with this, it is also assessed that the relational complexity involves in the group or team member, cross culture and the tactics of leadership as it is known that the globalization has driven the cross culture environment and the leadership strategy which is different for strategic people management. It is also revealed that the system complexities can arise due to the complexities of delusion and the future talent. At the same time, it is endowed that the delusion is concern to the false impression or misrepresentation while sharing the information. On the other hand, the talent management for future perspective is also a problematic situation for the business to manage in efficient manner.
Globalization
In this globalized business, culture is a very important aspect as in this dynamic environment people and businesses are seek to grab the innovative ideas and apparoch through which the business operations can be managed in more effective manner. At the same time, in this potent growing era, an organization is combined with several cultural differences that make the organization as diversified culture (Hotho et. al, 2015). The dynamic culture is also a factor that can affect the management of people due to the growth and innovation approach in the managing the diverse workforce. It is determined that there are many factors that affect the organizations while engaging with the diverse cultural management.
(Figure: Factor affecting to the culture)
(Source: Rahim, 2017)
From the cultural point of view, the diversity is important for the organizations but it can influence the leaders for managing the cross culture management. From the inception of cultural diversity, people can be impacted from the power and authority of a people, body language, competing or cooperation, conflict resolution preferences, structure or flexibility in organizations. The authors are also explored the cultural model that denotes the cultural difference such as Hofstede model, Fons Trompenaars and Global cultural framework and these models are criticized in the truism, concepts and impacts aspects. It is also assessed that culture consist with the range of aspects that might create complexities and conflict for the organization such as primary factors are as sexual orientation, race, gender, age and physical ability of people. In addition to this, the secondary aspects as education, communication style and geographical locations can also affect the organization to mange and lead the business without any problems. On the other hand, organizational level factors as role in company, experience and network can also become the reason for complexities in organization. With respect to this, the cultural aspects as culture wise language, way of cooperation, difference in conflict resolution strategy and traditional observances or personal space might be cause for conflict in the organization. With reference to this, the authors have also determined the diversity aspect with its dimensions that drive the complex situation for business to deal with it.
Figure: Diversity aspects
(Source: Pitagorsky, 2012)
In relation to the organizational diversity which is also beneficial for organization to enable the organization for innovation enhancement and capacity to resolve the problem. It is important to improve the customer service in efficient manner so the complexities of organization should be managed in significant manner. From the assessment, it is also replicated that the personality dimensions as internal, external and organization are major aspect to influence the same.
Cultural diversity
The complexity of conflict cannot be denied while managing the organization in this globalized era of business management. In addition to this, the conflicts are natural in the group of organization and people take it adversely but it is positive phenomena for the team or group of people to engage into the conflict as argument over their views. In relation to this, without conflict, it might be a problem for the team or organization to stopping down the unhealthy agreement in between the employees. It is also perceived that the people do not try to resolve the conflict in effective manner and engage into the avoidance and ignoring the issue of conflict which is not good for the organizations (Health Insight, 2013). The decision making aspect is also influenced from the poor conflict management so it is retrieved that the management of conflict is also valuable for the organization to lead the team towards an innovative way of management. It is also assessed that the subordinates accept the arguments of leaders what they say which denotes that the group of people or subordinates do not want to create conflict in the organization management.
It is also said that the conflict may arise due to several sources such as personality difference, opinion and view aspect, job position of people, lacking of sound norms and appropriate reward system and so on. On the other hand, it is also determined that the complex situation among the employees may also be arisen due to the hidden agendas of leaders and management. In context to this, the conflicts are also segregated in two forms as healthy and unhealthy in which the healthy conflicts arises due to the emphasis on task problems, legitimate difference in between the views of people. On the other hand, the expectations about the decision’s impact can also be a reason of conflicts among the employees (Holmes and Stubbe, 2015).
On the other hand, unhealthy conflict might arise due to the power and rewards difference among the human resource. Additionally, issue in between the individual goals of the group, personal issues from the past time, irrelevant communication are also the source of unhealthy communication. In relation to this, the healthy conflicts are good for the organizations but the unhealthy conflicts might create problem for the management to deal with the workforce in issue resolving manner. In context to this, the complexities in the organizations are typical for the business to deal with its in proper manner, it includes the group of people, organizations, system, organizational departments and the process of organization are major resource. For instance, fifty human resources are involved into the development of a site for the organization that directly resulted into the complex process (Proksch, 2016).
Employee conflicts
In this rapidly developing era, management of conflict and complexities is essential for the organization to lead towards competitive advantages. It is also endowed that all types of complexities are not bad for the organization. In relation to this, it is also discussed that the organizations are complex in nature as the organizations are facing the issues in this competitive environment (Skelcher and Smith, 2015). The organizations possess the responsibilities to resolve the organization complexities so that the organizations can proceed with the excellence. Leaders play crucial role in managing the complex and highly conflict environment with the effective strategies and techniques. In order to reduce the complexities in perspective organizations, the following methods can be adopted and implemented (Sun et. al, 2016).
Furthers, complexities framework can be employed by the organization as operational complexity in which the business should focus on the planning principles and activities in the planning for organizational operations. In additional to this, outcome complexities can also be managed through effective planning so that the outcome of results of the planning can be attained in significant manner (Higgerson, 2016). Along with this, it is also assessed that the framework includes the environment complexities in which the organization can adopt the system through which the cultural diversity can be managed. As it is also perceived that the managing different culture base people is also valuable for the organization to have the talented and skilled people from diverse culture which is productive for business. In relation to this, it is determined that the cooperation and collaboration is essential to planning the wide culture people in efficient manner. In context to this, the stakeholders of the organizations are also important so the interest of each stakeholder should be treated fairly. Moreover, the organizational complexity should also be managed by the leaders in order to take the beneficial decisions for the organizations with including employee engagement (Bolman and Deal, 2017).
In addition to this, the complex organizations can be managed through decision making and the following process can also be adopted as
Figure: Process of Managing Complexities in Organization
(Source: Coggburn et. al, 2017)
In addition to this, the conflict can create the adverse impact that drives the organizational complexities so the managing leaders should be focused on the resolution of conflicts. In order to resolve the conflict, team member can be desired assertive and cooperative as the team member are also important part of the organization as they can also be valuable for business to derive the positive and long term relationships among the team members. The leaders can adopt the strategies of conflict resolution with the degree of cooperation and self affirmation (Stahl and Tung, 2015).
The leaders can adopt the accommodation in which the one party gives the support to against party as what it wants. In this strategy one party want peace so the conflict can be resolved. Furthermore, the organization can also engage into the avoidance of issue or problem so that its impact can be reduced and it entails the low degree of cooperation and self affirmation (Bolman and Deal, 2017). Apart from this, collaboration strategy can also be implemented by the management through collaboration of ideas from both side people so that the equal power people can be managed in effective manner. It is also assessed that the compromising strategy can also be implemented by the leaders or managers to solve the issue in acceptable manner for both the parties (Turner et. al, 2018). In this situation, it is also identified that both the parties are satisfied with the moderate degree of cooperation and self affirmation.
Conclusion
Over the analysis, it can be concluded that the nature of organization has become complex due to the globalization cultural diversity and employee conflicts. It can be concluded that the conflict are not only unhealthy but these are also positive to drive the innovation for solution of a problem. In relation to this, the conflict can be managed through a strategic process as compromising, collaborating, avocation and accommodation.
References
Bolman, L. G., & Deal, T. E., (2017) Reframing organizations: Artistry, choice, and leadership. USA: John Wiley & Sons.
Coggburn, J. D., Battaglio Jr, R. P., & Bradbury, M. D., (2017) Employee job satisfaction and organizational performance: The role of conflict management. International Journal of Organization Theory & Behavior, 17(4), pp. 498-530.
Daryania, S. and Amini, A. (2016) Management and Organizational Complexity. Procedia – Social and Behavioral Sciences, 230, pp. 359 – 366.
Health Insight, (2013) Conflict management. Available at: https://ssq.ca/sites/default/files/archives/ac/Chroniques_sante/Conflit_management_-reference_document-.pdf (Accessed: Septermber, 24, 2018).
Higgerson, M. (2016) Communication Strategies for Managing Conflict: A Guide for Academic Leaders. USA: John Wiley and Sons.
Holmes, J., & Stubbe, M. (2015) Power and politeness in the workplace: A sociolinguistic analysis of talk at work. UK: Routledge.
Hotho, J. J., Lyles, M. A., & Easterby?Smith, M. (2015) The mutual impact of global strategy and organizational learning: Current themes and future directions. Global Strategy Journal, 5(2), pp. 85-112.
Mccorkle, S. and Reese, M. (2017) Personal Conflict Management: Theory and Practice. UK: Routledge.
Pitagorsky, G. (2012) Managing Conflict in Projects: Applying Mindfulness and Analysis for Optimal Results. Pennsylvania: Project Management Institute.
Proksch, S. (2016) Conflict Management. Germany: Springer.
Rahim, M. (2017) Managing Conflict in Organizations. UK: Routledge.
Roche, W. K., Teague, P., & Colvin, A. J., (2014) The Oxford handbook of conflict management in organizations. UK: Oxford University Press.
Skelcher, C., & Smith, S. R. (2015) Theorizing hybridity: Institutional logics, complex organizations, and actor identities: The case of nonprofits. Public administration, 93(2), 433-448.
Stahl, G. and Tung, R, (2015) ‘Towards a more balanced treatment of culture in international business studies: The need for positive cross-cultural scholarship. Journal of International Business Studies, vol.46, pp. 391. https://doi.org/10.1057/jibs.2014.68
Sun, H, Teh, P, Ho, K, & Lin, B (2016) Team diversity, learning, and innovation: A mediation model. The Journal of Computer Information Systems, vol. 57, no. 1, pp. 22-30.
Turner, J. R., Baker, R., & Morris, M., (2018) Complex Adaptive Systems: Adapting and Managing Teams and Team Conflict in Organizational Conflict. England: IntechOpen.
Wang, J. (2017) Strategies for Managing Cultural Conflict: Models Review and Their Applications in Business and Technical Communication. Journal of Technical Writing and Communication, pp. 1-9
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