Trying to arrange away conflict and difference in a dynamic atmosphere necessitates great quantities of energy, and will also repress any affirmative results that may come from variance, such as enhanced decision-making and novelty (Organizational Leadership Managing Conflict, Power and Politics, 2004).

The functional view of organizational conflict sees conflict as a creative power, one that can inspire associates of the company to augment their information and skills, and their involvement to company originality and output. This advance considers that the keys to organization achievement lie not in arrangement, clearness and organization, but in originality, receptiveness and compliance. The triumphant company needs conflict so that deviating views can be put on the table, and new manners of doing things can be produced. The functional view of conflict also proposes that conflict supplies individuals with feedback about how things are going. On the other hand, this necessitates that conflict not be...
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