IntroductionOrganization behavior refers to the study of the way people act in an organization (Hinds, P. & Bailey D. 2003, pp 615). Management of organizational behavior is crucial for the success of any particular organization. This is because it helps in ensuring a good relationship between organizational staff in order enhance better performance. In addition, management of organizational behavior is also essential to solving conflict between workers in order to promote a healthy relationship between the workers. Moreover, managing organizational behavior will help managers to understand the behavior of each of the employees in order to ensure that employees relate well with one another.
Lack of organization behavior management causes conflicts between the members of a particular organization (Hinds, P. & Mortensen M. 2005, pp 290). Organizational conflicts are as a result of opposition in interests, values and requirements between workers. This conflict can be a difference between workers or workers with the source of power in the organization. There can also be minor conflicts in the organization which include rivalries, clash of personalities, role differences and power struggles.
Organization conflicts have various negative effects to the organization. Some of these negative effects include delays in decision making, diversion from important organization tasks, poor listening and defensiveness among other issues. In this connection, organizations should properly manage the behavior of their workers in order to avoid conflicts and address conflicts as soon they arise among the workers (Jehn, K. 2005, pp 259). This paper will thus analyze conflict management in Seatcor Manufacturing Company. Analysis of the case studyType of conflict and the theoretical models used to identify the type of conflictThere are various types of conflicts between the members of an organization.
One of these types of conflicts is the interpersonal conflict. An interpersonal conflict includes disagreement between different people in an organization (Jehn K. 2007pp 533). In Seatcor Manufacturing Company, there is a conflict between some of the workers in the organization. There are various causes of interpersonal conflicts in an organization. One of the causes of interpersonal conflict in an organization is difference in personal dislikes and clash in personalities. In addition, such a conflict can also be as a result of differences in opinion between members on particular matters in the organization.
Interpersonal conflict includes poor relationships among members of an organization (Mannix E, Griffith, T. & Neale M. 2002, pp 56). This poor relationship may be as result of power struggle, bad emotions towards one another, difference in personality and other negative habits. Problems in organizational relationships contribute to conflicts and cause unnecessary organizational clashes. In this connection, differences in relationship have led to interpersonal conflict between the workers at Seatcor Manufacturing Company. There are various theoretical models that can be used to determine the kind of conflicts that occur in an organization.
One of the models that can be used to identify the conflict in Seatcor Manufacturing Company is the model on the incompatibility of goals, interest and values. This model shows that incompatibility of the goals, values and interests of organizational workers causes bad relationships between the workers and this therefore results to interpersonal conflicts in the organization (Nemeth C. & Nemeth B. 2003. 65). In Seatcor Manufacturing Company, workers seem to have incompatible interests and values and this has led to the bad relationship between the workers.
The other model that can be used to identify the type of conflict between the workers at Seatcor Manufacturing Company is the maturity-immaturity theory. This is because, some of the workers in the organization feel mature and need to be given responsibilities in order to grow their personal potential. In this connection, failure to be given responsibilities that help workers to grow their personal potential can lead to conflicts within the relationship. Another theoretical approach that is used to identify the type of conflict in an organization is that there is always conflict within groups.
Conflicts between different groups in an organization are inevitable and this shows that organizations should expect cases of conflict between different groups in the organization because in most cases, different groups will have difference in interests, values and preferences and this will eventually lead to organizational conflict (Nemeth C. & Nemeth B. 2003.pp 67). It is therefore essential for an organization to identify the type on conflict between its workers and the causes of such conflict in order to solve it effectively.