Walter Okpala: High level of conflict in an organization 2

Walter Okpala: High level of conflict in an organization 2: In my last post, I asked the question regarding the level of conflict an organization can support. Although some specialists admit that som...

High level of conflict in an organization 2

In my last post, I asked the question regarding the level of conflict an organization can support. Although some specialists admit that some kind of conflict is good for an organization, they also affirm that excessive conflict can be destructive. The question to answer now should be: what is the tolerable limit?

     One thing is to identify some individuals who cannot work in teams. These are called individual contributors. The second thing to be done is to find out why these individuals do not like working in teams. Is it because of conflict among the members of the team? The real thermometer is measured by the number of people who desist in working in a team. If many people resist working in a team, that means a high level of conflict. In this case, specialists recommend that organization take drastic measure.

     The drastic measure is to fire the leaders of the conflict. Specialists argue that these individuals must be fired in order to prevent the destablization of the organization. Therefore, organizations should watch closely to know when the situation is getting out of hand in order to take the necessary action.

   

  

Walter Okpala: High level of conflict in an organization

Walter Okpala: High level of conflict in an organization: What happens when there is a high level of conflict in an organization? Who is to blame? Please, give your input into this discussion by a...

High level of conflict in an organization

What happens when there is a high level of conflict in an organization? Who is to blame?

Please, give your input into this discussion by answering the questions above.

Walter Okpala: What level of conflict can organizations tolerate ...

Walter Okpala: What level of conflict can organizations tolerate ...: In my last post, I asked a question about the level of conflict tolerable in an organization. Specialists have different opinion about the ...

What level of conflict can organizations tolerate 2?

In my last post, I asked a question about the level of conflict tolerable in an organization. Specialists have different opinion about the issue. Some say that having different opinions should be tolerated because it is beneficial to organizations. Others argue that everybody should be given opportunity to give their opinion during meeting. However, some specialists think that conflict should not be permitted because it can bring hostility in the team. Those who accept some sort of conflict says that the stated conflict is nothing but argument. The conflict is not physical because this type of conflict can never be tolerated. Whatever has to be discussed has to be done in the meeting room. As soon as the meeting is over, the decision of the majority should be followed.

     The take home from the discussion is that leaders should transform what is usually considered conflict into an argument in the meeting room. In this way, the person is given the chance to explain himself instead of being isolated. Think about this!    

Walter Okpala: What level of conflict may be tolerable in an orga...

Walter Okpala: What level of conflict may be tolerable in an orga...: It is understandable that wherever there are people there must be a kind of conflict. It is also understandable that organizations cannot f...

What level of conflict may be tolerable in an organization?

It is understandable that wherever there are people there must be a kind of conflict. It is also understandable that organizations cannot function adequately if there is always conflict in them. Since conflict is inherent within group of people and at the same time, prejudicial, how then should organizations deal with conflict? What level of conflict should organizations tolerate?

     In the next posts, we should look at what specialists say about this issue. So, check out!

  

Walter Okpala: Stop procrastinating, take action!

Walter Okpala: Stop procrastinating, take action!: We are getting towards the end of the year, a period in which many people generally leave everything they wanted to do until the following ...

Stop procrastinating, take action!

We are getting towards the end of the year, a period in which many people generally leave everything they wanted to do until the following year. People who want to lose weight will say "I will start my diet only after Christmas and New Year Day celebrations". People who want to change their jobs will say "I will do so next year". The same goes to people who want to start new businesses. The list goes on and on and on. Putting up what you can do today to a future date is called procrastination. Procrastination is a killer to whatever your plans may be.

     When we procrastinate, we postpone actions which could have turned us into success. Success does not come to people who know what to do, rather, it comes to those who execute. No matter how intelligent or articulated or strategic you are, there is no success unless there is execution. Secondly, there is no formula you can apply that can lead you success. Success requires a lot of trial and error until you get there. Therefore, you cannot assume you know what to do and any time you start doing it, you will reach success. 

     Some people procrastinate because of fear of facing the reality. Others do it as a result of the natural equilibrium process which hold a lot of people back. Others still do it because of lack of a strong vision. In order to overcome procrastination, think about being at a place where you want to be. What would it be like if you are there? How would your life change? How would the people around you see you? After asking yourself these questions, you should stop procrastinating and take action immediately!