InstructionsBody of Research PaperFollow the directions below for the completion of the body paragraphs draft assignment for Unit VI. If you have questions, please email your professor for assistance.

Management of Dysfunctional and Functional Conflicts During an Organizational Change

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Management of Dysfunctional and Functional Conflicts During an Organizational Change

Introduction

Conflicts in an organization are inevitable as the different strategies applied to achieve goals and objectives have their limitations that might lead to frustrations among employees. During an organizational change, the conflicts can increase as the communication strategies applied might not work effectively for all parties involved. Since a change in the organization affects employees, they will require a conflict resolution process to accommodate both functional and dysfunctional disagreements (George et al., 2016; Shoham et al., 2019). Therefore, this paper will discuss strategies that management can apply to solve dysfunctional and functional conflicts during an organizational change.
Objectives of the Research
- To differentiate between dysfunctional and functional conflicts.
-To identify strategies that a business can implement to manage conflicts during an organizational change.
-To identify the management style that fits in solving organizational conflicts.
The rationale of the Research
The Research will provide insight into how productivity and business processes can remain optimal regardless of the conflicts that might affect professionalism in an organization. Rating the impact of a change on relationships and communication in an organization will get analyzed and evaluated (Shoham et al., 2019). The distinction between the different types of conflicts among employees will offer valuable insight into how a manager can tackle disagreements.

Literature Review
According to Shoham et al. (2019), the relationship that employees build is based on the organizational culture built around them. Therefore, functional conflicts will arise where professionalism and etiquette are promoted. Employees that love their jobs and their intrinsic motivation is high will rarely get involved in a dysfunctional conflict as they understand their role in the business. When Shoham et al. (2019) researched the relationship between exporters and importers, he realized the number of dysfunctional conflicts that arose when coercive power was given to managers.
Erikson et al., (2016) research focused on how leadership strategies during an organizational change affect the management of dysfunctional conflicts. It provided several strategies to deal with the conflict, such as mediation and arbitration. Although the strategies appear more of a negotiation, they can get complicated if the wrong strategy is applied.
Data
The data will be collected from the internet by identifying case studies that experienced dysfunctional conflicts and resolved them. Qualitative data that fits the research objectives will get summarized, and the relevant recommendations identified. The data collection process will include google scholar due to the expansive information it has about the topic.
Discussion
Organizational change requires a timeline for systematic implementation of strategies to manage the employees and other parties. Suppose there is a need to develop an organizational training program that will identify the areas where conflicts are likely to emerge. In that case, the management will save itself time and resources that could have been used to solve the challenges identified (Hornstein, 2015). Emotional intelligence skills are also valuable in managing functional and dysfunctional conflicts, particularly in processes with little support structure. Parameters that measure the completion of each organizational change stage will increase intrinsic motivation in the long term.
Conclusions
The research proposal is relevant and valuable for many organizations looking to keep their star employees and ensure they perform optimally regardless of the type of change in the business. For example, technological change is the most sensitive as it might alter communication techniques, business processes, and reporting, leading to misunderstandings (George et al., 2016). Dysfunctional and functional conflicts should easily get managed through attention to detail and developing tailor-made solutions for the business.

References

George, B., Erikson, T., & Parhankangas, A. (2016). Preventing dysfunctional conflict: examining the relationship between different types of managerial conflict in venture capital-backed firms. Venture Capital, 18(4), 279-296.

Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity. International journal of project management, 33(2), 291-298.

Pfajfar, G., Shoham, A., Brenčič, M. M., Koufopoulos, D., Katsikeas, C. S., & Mitręga, M. (2019). Power source drivers and performance outcomes of functional and dysfunctional conflict in exporter–importer relationships. Industrial Marketing Management, 78, 213-226.