There Are 6 Types Of Causes Of Organizational Conflict

There Are 6 Types Of Causes Of Organizational Conflict Interdependenc

Organizational conflict can emerge from various underlying causes that disrupt harmony and efficiency within an organization. Among these, six prominent causes include interdependence, differences in power, status, and culture, organizational ambiguity, competition for scarce resources, drive for autonomy, and bifurcation of submit interests. Understanding these causes is essential to managing conflict effectively and fostering a productive organizational environment.

One significant cause of conflict is competition for scarce resources. This occurs when individuals or departments compete for limited resources like budgets, personnel, or equipment, often leading to conflicts that range from disrespect to outright sabotage. For example, in criminal justice organizations, patrol officers might feel exploited or deprived of necessary resources, which diminishes their ability to perform their duties effectively. Such feelings often foster cynicism and distrust across organizational levels.

Research indicates that cities and organizations increasingly adopt marketing strategies to attract economic and social development as competition intensifies. According to Daspit and Zavattaro (2016), innovation-driven organizational cultures that leverage external stakeholder knowledge and develop internal expertise are critical to overcoming resource-related conflicts. Leaders must step in to allocate resources equitably, ensuring that all employees, regardless of rank, have access to what they need, thereby mitigating feelings of unfairness.

Another major contributor to organizational conflict is health-related costs, particularly for employees or members with chronic health issues. Chronic health problems impose financial burdens on organizations, such as criminal justice agencies, which deal with the costs of healthcare for incarcerated individuals. A practical solution involves collaboration with hospitals, which can receive tax benefits for providing care to prisoners. Such partnerships not only serve community health needs but also help control operational costs.

Ensuring healthcare coverage among incarcerated populations, especially with the implementation of policies like the Affordable Care Act (ACA), can significantly reduce healthcare costs for organizations. Grodensky et al. (2016) highlight that expanding Medicaid and providing tax credits helps low-income adults, including prisoners, access necessary healthcare services, which in turn decreases emergency healthcare costs and improves health outcomes. When prisoners have access to regular healthcare, the organization’s financial strain from untreated health issues diminishes.

Political and economic factors also influence organizational conflict, particularly in the public sector. Recent legislation in states like Wisconsin and Ohio exemplifies how efforts to curb expenditures can lead to conflicts over workers' rights. Restrictions on collective bargaining for public-sector unions aim to control costs but often provoke disputes around job security, pay, and benefits. These conflicts are compounded by the shrinking private sector and expanding public-sector unions, which advocate for good pay, benefits, and job security ensuring a middle-class lifestyle for employees.

Understanding the underlying causes of organizational conflict—be it resource competition, health care costs, or political changes—allows leaders to craft targeted strategies for conflict resolution. Effective communication, equitable resource distribution, policy reforms, and stakeholder engagement are pivotal in managing and mitigating conflicts within organizations. Recognizing that conflicts often stem from systemic issues rather than personal failings is fundamental to fostering a cooperative and resilient organizational culture.

References

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