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Impact of Conflict

Discuss about the Emaar Property Company Dubai Conflict Management.

Conflict is a situation where individual disagree in team due to different ideas or interests. Conflict in an organization lead to either negative or positive effects in an organization that disrupts the smoothing running of the organization. Negative aspects reduce the effectiveness in an organization while positive aspects can be used to improve effectiveness (Rahim, 2011).  Conflict is inevitable in an organization and it depends on how the situation is managed in respect to the organization’s goal. Proper conflict management enables the organization to effectively and efficiently meet its goals.

Emaar Properties is a leading real estate company with a great determination to lead by not compromising quality, Value, service and style. Therefore, it crucial for effective conflict management in the organization to enable the company pursues it mission.

Conflict has impact on the interaction within the team itself and the interaction between one group and another.

Intergroup conflict

The impact of Inter-group conflict in Emaar properties are as follows;

Stress and burnout: Intergroup conflict cause stress between managers in the organizational and burnout that have psychological health effects. Managers will be observed to be stressed that can lead to depression.

Decreased job satisfaction: Intergroup conflicts reduce job satisfaction among managers in the company and this reduces the morale to work.

Reduction in organizational performance: Intergroup conflict causes divisions in the teamwork of the company with members lacking motivation for exceptional performance (Dana, 2001). This reduces the organizational performance as a result of reduced individual performance.

Time wastage: Intergroup conflicts increase time wastage in the company as members think and pursue their interest rather than the company’s mission. This is caused by the feelings that they are not respected and have to be forced to perform their duties

Increased distortion of perception: This lead to negative stereotype and mistrust between members in different levels in the company. 

These are impacts caused by conflicts inside the one group.

Late completion of task: Intra-group conflict lead to individuals lacking coordination to finish task on time. This reduce the company’s efficiency since resources are underutilized

Team work breakdown: Intra-group conflict causes team work breakdown making it hard for the company to have cohesion in handling tasks.

Talent wastage: Intra-group conflict causes divisions among members and reduces morale for participation and exceptional performance. This leads to wastage of talented members in the group since they don’t fully participate.

There are five styles of conflict managements. They include; Avoiding, Collaborating, Accommodating, competing and compromising (Dana, 2001). These styles are discussed below as follows;

Competing: This style involves solving a conflict by seeking to achieve goals without upholding relationships between members of the team. This is a win lose style of conflict management.

Compromising: This style involves giving up the goal of the group and not maintaining relationship. Compromising is a bend-bend situation where neither the goals of the team nor the relationship of conflicting parties is maintained. It lose-lose style of conflict management.

Avoiding: This style involves avoiding the conflict by neither pursuing the goals nor the relationships. This approach avoids the conflict rather than solve it.

Collaborating: This style involves solving the conflict and maintaining the relationships in the team. It involves upholding the goals of the group and improving the relationships of the team. It a win-win approach of managing conflict

Accommodating:  This style of managing conflicts emphasis on maintaining team relationships and improving them without considering the goals of the team. It a lose win approach of managing conflict.

Conclusion

From the evaluations of the style of managing conflicts, I will choose collaborating approach for Emaar properties.  Collaboration style will enable me manage conflict by both meeting the goal of enhancing cohesiveness in the teams as well as improving the relationships between managers. This will increase organizational performance and job satisfaction in the Emaar Properties.

References

Dana, D. (2001). Conflict resolution: Mediation tools for everyday worklife. New York: McGraw-Hill.

Grant, C.H.&  Kirton,M., (2007).Governance, conflict analysis and conflict resolution. Kingston; Miami : Ian Randle Publishers,

Haynes, K. (2015). Diversionary conflict: Demonizing enemies or demonstrating competence?. Conflict Management And Peace Science. https://dx.doi.org/10.1177/0738894215593723

Huang, J. (2010). Unbundling task conflict and relationship conflict. International Journal Of Conflict Management, 21(3), 334-355. https://dx.doi.org/10.1108/10444061011063207

Rahim, M. A, (2011). Theory and research in conflict management. New York: Praeger.

Raines,S.,(2013). Conflict management, interpersonal and personnel management: Jossey-Bass business& management series. San Francisco:Jossey

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