Evaluate the role of organizational power structures (within a business organization) in creating conflict.
Compare and contrast the following alternative methods of dispute resolution: negotiation, mediation and arbitration. What are their similarities and what are their differences? What are the advantages and disadvantages of each of these methods?
Please understand that this is not a homework completion service. I have given you ample information on how to answer both questios, but ethically I must leave the formatting and what you choose to use up to you.
1) Two Views: The Good, The Bad
There are two ways of looking at organizational conflict. Each of these ways is linked to a different set of assumptions about the purpose and function of organizations.
The dysfunctional view of organizational conflict is embedded in the notion that organizations are created to achieve goals by creating structures that perfectly define job responsibilities, authorities, and other job functions. Like a clockwork watch, each "cog" knows where it fits, knows what it must do and knows how it relates to other parts. This traditional view of organizations values orderliness, stability and the repression of any conflict that occurs. Using the timepiece analogy we can see the sense in this. What would happen to time-telling if the gears in our traditional watches decided to become less traditional, and re-define their roles in the system?
To the "traditional" organizational thinker, conflict implies that the organization is not designed or structured correctly or adequately. Common remedies would be to further elaborate job descriptions, authorities and responsibilities, increase the use of central power (discipline), separate conflicting members, etc.
This view of organizations and conflict causes problems. Unfortunately, most of us, consciously or unconsciously, value some of the characteristics of this "orderly" environment. Problems arise when we do not realize that this way of looking at organizations and conflict only fits organizations that work in routine ways where innovation and change are virtually eliminated. Virtually all government organizations work within a very disorderly context -- one characterized by constant change and a need for constant adaptation. Trying to ...
Labor law are emphasized.