What is the role of conflict in organizational behavior?
The role of conflict in organizational behavior depends on its frequency, intensity and the way it is solved. Long or significant conflicts can overcome the organization, while minor problems can serve as a catalyst to improve the way the company is operated. The way the organization manages the conflict also plays a role in how it affects overall society. The organization that becomes frantic in capturing signs of problems before developing into fully blown problems will tend to be generally healthier. If the conflict is evolving, companies with the procedure for managing this type of difficulty often create a more positive, constructive environment for employees. Problems that are ignored or insufficiently resolved are often part of organizational culture. Basically, companies are involved in being broken. Long -term results of this inattention may range from causing inconvenience to the destruction of the organization.
If the conflict is in organizational bredIt can be solved quickly and efficiently, it can help improve operations. Once the heterogeneous elements are brought to harmony, efforts often not only stop the immediate effects of the conflict, but also help to improve productivity. In addition to removing the problem of the problem of its solution, it often reveals better ways of work.
By continuous management of conflict, the company can save the resources needed for everyday operation. The organization that remains at the peak of problems supports the culture of cooperation. Maintaining harmony among employees encourages them to focus on work rather than on negative relational problems that waste time and energy.
Organizations that understand why conflicts are developing can handle problems before they get out of control. Understanding this important element can lead to deeper self -knowledge overall. Thus, the workforce not only avoids conflict, but also means better, which can increase its efficiency inother areas.
The way people are involved in conflict can also affect organizational behavior. If the company considers these individuals to be antagonists, it may be more difficult to solve the problem. When the conflict is considered an inevitable part of human nature and people involved are perceived by compassion, it can be easier to create a more positive atmosphere. This may have a strong effect on the overall moral employee.