UNDERSTANDING CONFLICT MANAGEMENT AND …

1 ELK ASIA PACIFIC JOURNAL OF HUMAN RESOURCE MANAGEMENT AND ORGANISATIONAL BEHAVIOUR ISSN 2394-0409; DOI: ; Volume 1 Issue 2 (2015) .. 42 UNDERSTANDING CONFLICT MANAGEMENT AND RESOLUTION IN SCOTTS GARMENTS LTD ABSTRACT Keywords: Collaboration, Competing, CONFLICT Resolution, Non-Productive, Organizational efficiency 1. Introduction In this competitive business scenario, organizations strive to achieve their goals, they often meet with challenges that they must overcome as a team. CONFLICT MANAGEMENT is one of the challenges faced by all the organizations.

2 CONFLICT can occur in any situation in which two or more parties feel themselves in opposition. CONFLICT is an interpersonal process that arises from disagreements over goals to attain or methods to be used to accomplish those goals. Anjali Ganesh Professor, Department of Business Administration St. Joseph Engineering College, Vamanjoor, Mangalore-575028 India CONFLICT MANAGEMENT is one of the challenges faced by all the organizations. CONFLICT tends to increase with the level of task interdependence. Scares resources generates CONFLICT because each person or unit that requires the same resource necessarily undermines others who also need that resource to fulfil their goals.

3 Since conflicts are unproductive in any organizations the research has to move in the direction of UNDERSTANDING CONFLICT MANAGEMENT and resolution techniques. CONFLICT when escalates lead to non-productive results in organizations. However CONFLICT can be beneficially resolved to come up with healthy relations. Therefore, learning to manage CONFLICT is integral to the success of the people. Since CONFLICT comprises an emotional component and irrational patterns the resolutions and the effective CONFLICT MANAGEMENT is missing in most of the organizations. Unless the organization has effective CONFLICT MANAGEMENT and resolution in place, neither the individuals nor the teams will be productive.

4 Thus the study aims to understand CONFLICT MANAGEMENT and Resolution in Scotts Garments Ltd, that helps in developing greater capacity in analyzing organizational dimensions in CONFLICT . MANAGEMENT uses collaborative bargaining technique to resolve CONFLICT among conflicting parties at Scott Garments Ltd. Misunderstanding and lack of communication causes CONFLICT at Scotts Garments Ltd. As majority of employees are of the age category of below 25, they are aggressive and do not communicate with each other patiently and it has lead to CONFLICT . Based on the findings the study proposes CONFLICT resolution model that can be applied in any manufacturing industry.

5 The study also intends to increase abilities in managing complex situations by developing interventions for CONFLICT resolution. Well managed conflicts stimulate competition and will be a source of powerful motivation. Accepting CONFLICT will enable top managers to deal more effectively with the problems of organizational efficiency, stability, governance, change and effectiveness. ELK ASIA PACIFIC JOURNAL OF HUMAN RESOURCE MANAGEMENT AND ORGANISATIONAL BEHAVIOUR ISSN 2394-0409; DOI: ; Volume 1 Issue 2 (2015) .. 43 CONFLICT can occur among employees, between individuals or groups, and across organizations as they compete.

6 Interpersonal conflicts are serious problem to many people because they deeply affect an individual s emotions. CONFLICT tends to increase with the level of task interdependence. Scares resources generates CONFLICT because each person or unit that requires the same resource necessarily undermines others who also need that resource to fulfil their goals. Ambiguous or the clarity in rules breeds CONFLICT . If one team interferes with the other team s goals uncertain situations which crop up will lead to CONFLICT . People also hold different beliefs and adhere to different value systems.

7 Their philosophies may diverge, or their ethical values may lead them in different directions which also lead to CONFLICT in organizations. Since conflicts are unproductive in any organizations the research has to move in the direction of UNDERSTANDING CONFLICT MANAGEMENT and resolution techniques. The study aims to understand CONFLICT MANAGEMENT and Resolution in Scotts Garments Ltd which helps in developing greater capacity in analysing organizational dimensions in CONFLICT . The study also intends to increase abilities in managing complex situations by developing interventions for CONFLICT resolution.

8 2. Brief Literature Review Interpersonal CONFLICT is the most noticeable form in the workplace which is expressed through grapevine. Harassment and discrimination are the most common interpersonal conflicts . Donais, (2006) states that stress arising from personal factors including from home trickle into the office causing interpersonal CONFLICT between employees due to work style clashes, seniority and pay equity CONFLICT . CONFLICT can arise over resource allocation, distribution of duties, workload and benefits, tolerance for risk taking, and varying views on accountability.

9 The sources of workplace CONFLICT can flow into two directions, viz., interpersonal and organizational CONFLICT . Both need to be taken care of as they prove to be more destructive rather than constructive. Jehn and Mannix (2001) Dirks and Parks (2003) and Guerra et al., (2005) conducted the research in UNDERSTANDING the varieties of conflicts in organizations. As per them the CONFLICT can be divided into three categories. They are substantive or task, affective or relationship, and process conflicts . Organizational conflicts stem from hierarchy and the inability to resolve conflicting interests.

10 Supervisor subordinate tensions are heightened by a power differential while differences in supervisory styles between departments can also breed ELK ASIA PACIFIC JOURNAL OF HUMAN RESOURCE MANAGEMENT AND ORGANISATIONAL BEHAVIOUR ISSN 2394-0409; DOI: ; Volume 1 Issue 2 (2015) .. 44 CONFLICT . At different hierarchical levels workplace conflicts arise due to the specific features of CONFLICT of different people in organization (Wilhelm et al., 1993; Xin and Pelled, 2003). People need to protect their self image and self esteem from damage caused by others.