Within any organization, there always seems to be some level of conflict — a clash that occurs when the goal-directed behavior of one person or group thwarts the goals of another. 

Being that the goals, preferences and interests of certain people vary, it is inevitable that conflict will arise among a team of individuals. Although conflict is often perceived as negative, some forms of conflict can actually create good circumstances for an organization and directly improve organizational effectiveness.

Conflict can serve as beneficial when employees become motivated to learn and accept change that boosts the production or morale of a company. Incidentally, conflict between different managers or leaders can stimulate decision-making processes. When people are willing to act on their beliefs and adapt to a changing environment, growth occurs.

To recognize the value of conflict, organizations must be open to the exploits of differing opinions, functional learning and varied personalities. Organizations must respect the fact that diverse populations will always carry a plethora of differing ideas, ideologies and behaviors. The acceptance of differences is what makes a unique group work together cohesively!

Sooner or later, in any organization, conflict is eventually resolved. Yet, if the true source of an issue is not discovered within a reasonable amount of time, the issue may once again arise. Therefore, it is important that individuals realize that every episode of conflict can create a form of aftermath. This can consequently affect the way all parties respond to each other or react to future situations. Basically, if conflict is not resolved within a reasonable amount of time, it may very well damage the morale and working relations between several workers and stakeholders.

Managing conflict is important as a means to keep the culture of a company from appearing sour. Different methods for dealing with conflict can be utilized based on the individuals and the symptoms involved. If attitudes are the root of a problem and are not changed within a certain amount of time, the next alternative would entail changing the people involved. Some changes can be made by simply transferring employees to a different department, promoting them, or terminating them to successfully resolve a damaging internal conflict.

For the most part, effective leaders know how to intervene or empower workers who are not performing their best due to rivalry or dissention. To instill change and promote a cohesive structure, a wise leader clearly understands how to manage people and tasks to resolve conflicts in a manner that produces a positive result for the organization. Political leaders; however, will make decisions that will result in their favor, which enhances their level of power and influence. Learning to build secure alliances with others is a valuable tactic for any individual, no matter what title or status one holds.  

Dr. Sonya Rogers is a certified counselor who lives in Daphne.

Her column regularly appears in The Bulletin.