Conflict Management and Organisational Performance

Conflict is inevitable and it is an integral part of the work environment.Conflict is a clash of interest, an incompatibility, as of two things or more that cannot be simultaneously fulfilled.It can also be a state of human interaction, where there is disharmony; it emerges when parties compete over perceived or actual goals, values or interests, when parties confront each other with opposing actions and counter-actions and it is an indicator that something is changing, has changed or needs to change.Conflict is inevitable in every workplace.Organisations consists of many people.The attitudes, feelings, needs and perceptions differ from person to person.Individual differences may cause misunderstanding and conflicts between individuals and groups.Conflicts therefore, affect the organisation either positively or negatively.Thus, conflict management is required to resolve conflicts and maintain order and balance, else employee morale and organisational performance may suffer.Organisational performance comprises the actual output or results of an organisation as measured against its intended outputs.It is related to factors such as, profitability, improved service delivery, customer satisfaction, market share growth, and improved productivity and sales.It can then be said that organisational performance is therefore affected by a multiplicity of individuals, group, task, technology, structure, managerial and environmental factors.Conflict is an incompatibility that cannot be simultaneously fulfilled.It is natural in organisational life.Conflict in an employment relationship has been an issue of continuing interest and debate.Dealing with conflicts in organisations has over the years been seen as the sole responsibility of the managers.Often, mangers take a rigid stand on how to deal with conflict.It arises in organisations when an employee or employees perceive that his/their goals are threatened or hindered by another person's activities.Most organisations have devoted a greater part of economic time and effort to settle conflict related issues, such situation has continued unabated, hence posing a negative to industrial and economic growth of an organisation.Incessant occurrence of organisational conflict could have an adverse effect on the organisation, although management scholars believe that conflict cannot be completely ruled out in any organisation.Conflicts, if not properly managed, can ruin any organisation.Sometimes, managers are unaware of the negative impact that employees conflict has on the productivity and performance within the workplace.Unresolved conflict in the organisation generates many serious consequences involving high financial and human costs.Conflicts may lead to frustration, tension, low morale, missing timelines, lack of self-confidence, low trust level, communication problems, absenteeism and inaction.Mismanaged conflict affects productivity, employee's health and wellbeing, stress, and ultimately lead to lesser job satisfaction, humiliation and embarrassment.The effect and consequences of unmanaged conflicts in the workplace on employees and the organisation are crucial.