BaCK 2 BaSiCS

 Increasing number of strike which the action by trade union which really represent the concept of collective action.

Situation in USA

Situation in UK

Back to 100 years ago 1926... which economy crisis was in the peak until 1930s.

 Konflik Organisasi.

Konflik berlaku disebabkan persaingan antara corak kepimpinan dan organisasi, jika konflik tidak diselesaikan dengan baik akan memberi kesan kepada produktiviti dan perkhidmatan sesebuah organisasi namun konflik dapat diselesaikan melalui pengikhtirafan awal, memberi perhatian dan melakukan perundingan diantara pihak yang berkonflik, sebagai langkah awal bagi mengatasi konflik sementara paksaan dan intimidasi hanya akan memberi kesan negatif kepada produktiviti organisasi.

Rujukan: Bernard Oladosu Omisore and Ashimi Rashidat Abiodun. (2014). Organizational Conflicts: Causes, Effects and Remedies. International Journal of Academic Research in Economics and Management Sciences. Nov 2014, Vol. 3, No. 6 ISSN: 2226-3624

Identity of Organizational Conflict Framework:

Findings

The results of study showed that there is no significant difference between the causes of organizational conflict based on the gender. Also, there are significant differences among the causes of organizational conflict based on the variables of age, education and work experience.

Finally, we can conclude that conflict was an inevitable process in the organization and must manage, and each person may be involved with conflict in the workplace, according to conditions of gender, age, culture, occupation, etc. Therefore, according to the results of the study, managers recommended to decrease conflicts with emphasis on the main targets among the various levels based on incompatible goals.

Reference: click here

Organizational Conflicts: Causes, Effects and Remedie

Collective Action 

This paper examines the causes, effects and remedies of organizational conflict. What are the things that lead to conflicts in organizations? The study found out that like other terms, conflict generates considerable ambivalence and leaves many scholars and administrators quite uncertain about (1) its meaning and relevance; and (2) how best to cope with it. Conflicts are inevitable in human life. It is also inevitable in organizations or even between nations. Conflict is an inseparable aspect of people’s as well as organizations’ life. The study also discovered that conflicts occur in organizations as a result of competition for supremacy, leadership style, scarcity of common resources, etc. If a conflict is not well and timely managed, it can lead to low productivity or service delivery. The study also discovered that conflict can sometimes produce positive result, if well managed. Thus, not all conflict situations are bad. Efforts should always be made to ensure that the causes of conflicts are addressed as soon as they are noticed. The paper concludes that early recognition and paying attention to the conflicting parties and negotiation between parties involved in the conflict should be adopted in resolving conflicts while force or intimidation should never be used to resolve conflicting parties. Force and intimidation can only be counter productive.

Reference: Bernard Oladosu Omisore and Ashimi Rashidat Abiodun. (2014). Organizational Conflicts: Causes, Effects and Remedies. International Journal of Academic Research in Economics and Management Sciences. Nov 2014, Vol. 3, No. 6 ISSN: 2226-3624