TOWARD A THEORY OF MANAGING

ORGANIZATIONAL CONFLICT
SUBMITTED BY: RAEESA KANWAL
SUBMITTED TO: SIR IRTIZA
ROLL NO. 13351 (MBA-6 AFTERNOON)

NATIONAL UNIVERSITY OF MODERN

LANGUAGES

CONTEMPORARY ISSUES AND TRENDS IN BUSINESS

WORLD
 CITBW

TOWARD A THEORY OF MANAGING

ORGANIZATIONAL CONFLICT

SUMMARY:
This article is all about managing organisational conflict. in the first part nature of conflict
and how to manage a conflict and what is the criteria for conflict management which involves
organisational learning and effectiveness, needs of stakeholders and ethics in a way like wise
negotiator should be ethical and open to new information and change have been discussed.
Moreover this article explain conflicts within or on the basis of membership in organizations
in 3 main categories: interpersonal, intragroup, and intergroup. The conflict in each stage is
caused by a variety of factors personal-cultural and organizational features. These items can
be identified through proper diagnosis and its effects and implications for each level of
conflict established. This is a requirement for proper construction and implementation of
interventions strategies. Organizational conflict management involves diagnosis and
intervention maintain balanced conflict and help organization members learn how to manage
various forms of conflict.
This study indicate whether it is necessary with the intervention and the type of intervention
required. Generally, the interventions are designed to (a) acquire and retain the estimated
value major conflicts over illegal activities at various levels, (b) to reduce the tension
involved at all levels, and (c) enable members of the organization to select and use
appropriate styles for handling conflict to deal with various situations effectively.
Organizational learning and efficiency can be improved through proper diagnosis and
procedure and structural interventions in conflict.
Further this study explains the approaches and process to reduce or eliminate organisational
conflict or how to handle conflict in a constructive way .for this whole process have been
discussed which involves diagnoses interventions conflicts learning and effectiveness and
feedback. Another approach is to manage conflict is the dual concern model which is highly
recommended where conflict can easily be defined and leads toward the path of negotiation.
Overall, organizational conflicts should not be minimized, suppressed, or removed, but has
managed to improve the learning and effectiveness of the organization. Conflict management
at each, group, and multi-party level including the reduction of the conflict involved, the
acquisition and maintenance of the average balance the number of potential conflicts of non-
statutory activities at each level, and (3) empowerment organizational participants to learn the
various styles of human management conflict to deal with various situations of conflict
effectively. Active conflict Management should lead to organizational learning and
efficiency. Decisions made through the conflict management process must be ethical and
appropriate satisfying the needs and expectations of relevant stakeholders.

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