Challenges give way to conflicts between members, other organizations, communities and other parties involved in the organization`s mission. Most large organizations have a human resources department, one of whose tasks is to provide confidential advice to internal “customers” regarding work problems. This could be considered less risky than asking the manager for help. Personnel services can also provide an impartial person capable of resolving disputes and taking an objective position. Another option is to set up the Ombudsman at the organizational level, who is responsible for examining the frequent causes of conflicts and proposing structural improvements to deal with them. From learning the opinions of others on topics relevant to the growth of the organization to understanding each member`s preferred communication style, conflicts within an organization can provide members with the tools to easily resolve conflicts in the future. Staff morale, productivity and customer service are highest when employees work effectively as a team and practice fundamental principles of courtesy and respect for each other. Unfortunately, this is not always the case when employees engage in inappropriate and disruptive behaviour. Behaviours that do not meet basic collegial and professional expectations can have significant negative consequences for the organization and its staff and increase an organization`s potential legal liability.

There is a wide variety of staff behaviors that can create risks for others and the organization. Some general categories and examples are: Too often, people think that “anything that disagrees with my faith is conceived as a personal affront,” Woodward says. Meaning is attributed to everything that happens. But we often confuse our interpretations of other people`s beliefs with their actual intent. We are all self-centered in this way. Organizational conflicts or conflicts in the workplace are a state of discord caused by the real or perceived opposition of needs, values and interests between people working together. Conflict has many forms in organizations. There is the inevitable conflict between formal authority and power and the individuals and groups involved. There are quarrels over how revenues should be distributed, how the work should be done, and how long and hard people`s work will take. There are differences of opinion between individuals, departments and between unions and management.

There are more subtle forms of conflict that involve rivalries, jealousies, personality conflicts, role definitions, and struggles for power and favor. There are also conflicts within the individual – between competing needs and demands – to which individuals react in different ways. [1] While employees can learn to constructively address such conflicts, differences of opinion are not only normalized, they can be seen as an important part of common problem solving. If everyone is comfortable expressing their point of view, more ideas are generated and disagreements become ways to refine and improve ideas for viable solutions. These are vital skills that can be applied in the workplace and beyond. In addition, engagement in conflict is an important leader and staff seeking training and experience in this area may have better career prospects within the organization. None of these results are happy.. . . .