Conflict Management Styles
Conflict occurs in organizations whenever a difference of opinions exists. People disagree
over many things including but not limited to, policies and procedures, the overall
direction of the company, and distribution of rewards. This type of conflict is substantive
conflict, as described in our reading text organizational behavior as a, “fundamental
disagreement over ends or goals to be pursued”. The second type of conflict is emotional
conflict; which involves, “interpersonal difficulties that arise over feelings of anger,
mistrust, dislike, fear, resentment, and the like.” This type of conflict occurs when two or
more persons do not see eye to eye or simply do not get along for whatever reason.
I cannot abide in conflict. I hate confrontations and try to avoid them at all costs. However,
I realize that in the business world, there will be differences of opinion and that in order to
minimize the tension that results from said conflicts, it is appropriate to deal with any
situations, perceived or otherwise, immediately. By acknowledging conflict in this way, we
reduce the aftermath that such unresolved conflict can bring.
One of the more common ways that we tend to use to deal with potential conflict is appeal
to the common goals of both the organization and its employees. Our managing director is
not great at dealing with conflict and his preferred method is avoidance. However, since
my induction in March of last year, I have encouraged him to deal with situations as and
before they occur more. He can now see the benefits of this and works hard to deal with
