January 17, 2009 at 1:17 pm
· Filed under Businesss, CRM, Finance, Insurance, Management, Organization, Organizational Conflict, conflict management, conflict management behavior, conflict resolution, conflict stimulation, motels, online business, small business, term life insurance ·Tagged blinds, conflict management, conflict management behavior, conflict resolution, conflict stimulation, CRM, motels, online business, Organizational Conflict, small business, term life insurance
Conflictive and Conflict-management Behavior
Manifest behavior is the action resulting from perceived and/or felt conflict. At this stage, a conscious attempt is made by one party to block the goal achievement of the other party. Such behavior may range from subtle, indirect and highly controlled forms of interference to more open forms of aggressive behavior like strikes, riots and war.
Most conflict-handling behaviors are displayed in several forms like resignation and withdrawal, appeasement and compromise, confrontation and collaboration, etc. These behaviors are often referred to as conflict management styles and stem from the strategies of conflict stimulation or conflict resolution. In a later section, we shall discuss in greater detail some of these modes of conflict management. I was talking with owner of Motels in California, he says that conflicts require special attention and need to be taken care smartly. It is not easy to just suppress it with force or money.
Aftermath
The interplay between different forms of overt conflict behavior and conflict handling strategies of stimulation or resolution influence the consequences. These consequences (in terms of performance of the group, the level of satisfaction and quality of relationship in the involved parties, change of structure and policies etc.) in turn influence the antecedent conditions and probability of future conflict. Customer relationship management software helps company to take care of before and after sales activities happen with the customer. Sometimes the aftermath sows the seeds of yet another conflict episode in which case the entire process is repeated.
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December 31, 2008 at 10:36 am
· Filed under Businesss, Finance, Management, Organization, Software, blinds, term life insurance ·Tagged blinds, Businesss, Finance, Management, Organization, Organization group, Organizational Conflict, term life insurance, Types of Organizational Conflict
Today we are going to discuss on two another types of organization conflict and which are the conflict between groups within an organization and conflict between organizations.
Conflict between Groups within an Organization
Inter group conflicts are one of the most important types of conflict to understand, as typically, an organization is structured in the form of several interdependent task-groups. Some of the usually chronic conflicts in most of the organizations are found at this level, e.g., Union vs. Management, one Union vs. Another Union; one functional area like production vs. another functional area like maintenance; direct recruits vs. promotees, etc. The newly emerging field of Organizational Politics has started systematically investigating such types of conflict and in a later section on the effects of conflict we shall give examples of what happens to groups when their conflicts are not solved. Conflicts between two unites like manufacturing of roller shades and woven wood shades and blinds selling department, communication gape might be the cause of conflicts between two groups within organization.
Conflict between Organizations
Conflict between organizations is considered desirable if limited to the economic context only. The laisses-faire economy is based on this concept. It is assumed that conflict between organizations leads to innovative and new products, technological advancement, and better services at lower prices. However, in this Unit we shall refrain from probing into this macro-level conflict. When a paperless officer is there and they are doing term life insurance business, conflict is desirable but it should not convert into individual fights or ego conflicts.
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