Response to Jessica’s post “HC 1 Leader Post 7.1”

The original post by Jessica can be found at https://create.twu.ca/jessicalaugsawatzky/2018/11/12/hc-1-leader-post-7-1/

Thank you for your post, Jessica. It was interesting to read how your organization managed and build teams to resolve conflicts. In my opinion, conflicts in an organization is a sign of a growing organization. There is absolutely no harm if an organization has serval or often conflicts; in fact, this means the organization has fostered an environment where everyone has their say and are open to present it out. Conflicts can be due to differences in opinions among employees or, disagreement with the organization’s decision over a new proposal. It is almost impossible for two persons to have common views on every subject, the positive side is that the people are comfortable sharing their views as that is what creates diversity in an organization, “creates new ideas, build relationships, open minds and beats stagnation” (Richards, 2018). Zero conflict means there are no differences in opinions and everyone simply agrees to what has been said or decided.

Conflict resolution styles as mentioned by Lepsinger (2010), points out the ultimate action to be taken. However, in an organization, resorting to one of these ways might seem unrealistic and impractical. Rather, the decision should be a little bit of “something” from each point. In the event of a conflict, a meeting should be conducted with the members involved and opinions of both the sides should be heard and then the decision should be made.

References

Lepsinger, R. (2010). Closing the execution gap: How great leaders and their companies get results. John Wiley & Sons. [PDF version].

Richards, L. (2018). How Can Conflict Be Good for an Organization? Retrieved from https://smallbusiness.chron.com/can-conflict-good-organization-741.html