Conflict is an inevitable normal part of life that occurs when the things individuals care about appear incompatible. Nonetheless, the effect of poorly managed conflict can take an enormous economic and emotional toll upon an organization and it’s members.
Undersirable effects include: Unproductive use of valuable time. —– Studies indicate that managers spend between twenty-five and forty percent of their time dealing with employee conflict. High levels of employee turnover—–. Research conducted in the late 1990s confirms that a significant number of employees leave jobs as a result of unresolved conflict Increased absenteeism and inflated healthcare cost—— Stress is recognized as an unhealthy by product of unmanaged conflict. The Journal of Occupational and Environmental Medicine reports approximately 50% higher incidents of absenteeism in work environments which are perceived as highly stressful due to conflict—stress as the cause of absenteeism has increased by 316% between 1995 and 1999. Increased legal fees———–A 2005 Fulbright & Jaworski survey on litigation trends in the U.S. concluded that nearly 9 out of 10 American companies are involved in some type of litigation. Transforming the method in which conflict is handled in an organizational settings to incorporate Carl Jung’s theory of psychological type theory contributes to an organizational cultural conducive to a collaborative process and reduces the negative effectives of poorly managed conflict There are two principal assumptions underlying the use of Jung’s theory of personality type with regard to conflict management and resolution. The first assumption is knowledge of individual differences will help identify the unique abilities that individuals contribute toward the goal of task accomplishment. Type theory expresses the view that each of the 16 personality types has a unique set of strengths or resources that are derive from the specific way in which the particular type processes information and makes decisions. The second assumption is knowledge of individual differences when attributed to differences in personality type can help reduce conflict by redirecting potential sources of misunderstanding. Through knowledge and understanding of psychological type and type preferences when conflict does occur it can be diagnosed and attributed to naturally occurring type differences. Within the context of type theory blaming and other negative elements of conflict can be managed.
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on Thursday, April 17th, 2008 at 1:26 pm and is filed under Organizational Behavior, Personal Growth, Psychology.
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