Organizational Structure and Conflict

The organizational structure can either cause or reduce conflict.

Winston Brill, a business development consultant, states that conflict is a part of life and working with people. Conflict occurs when people have differing values, beliefs or perspectives. Conflict is commonly avoided, but it has the potential to build relationships, teams and organizations. Every organization has a specific order and system of accomplishing tasks and relating to co-workers called the organizational structure. At times, the structure itself can create an environment that is more prone to conflict, or it has the ability to reduce and avoid conflict.

Definition

According to Lamar University, organizational structure “is the formal system of task and reporting relationships that controls, coordinates, and motivates employees so that they cooperate to achieve an organization's goals.” The organizational structure is comprised of the policies and procedures put in place within an organization to uphold its standards and promote productivity.

Purpose

The organizational structure is intended to motivate the members of the organization to accomplish its goals. The organizational structure is intended to reduce the amount of conflict between management and employees, between employees as well as between the organization and its external relationships, such as customers or other businesses. The structure’s purpose is to provide guidelines and clear direction for the members to follow so that every member is on the same page.

Positive Outcome

An organizational structure that is effective will create a culture that is free-thinking and encourages its members to provide feedback. This helps to increase employee satisfaction which reduces the amount of stress and conflict that would otherwise exist. Part of the organizational structure provides staff and employees pragmatic steps on how to handle conflict in the workplace. It defines what conflict is and how to handle the different degrees. For example, if an employee is concerned with conflict that is abusive, the structural plan may require the employee to report to management and file a police report.

Negative Outcome

An organizational structure that is ineffective can create a hostile environment where employees are not respected, appreciated and stifled. Placing the wrong structure in an organization can cause conflict. For example, a tall organization, where leaders give orders and followers are required to follow them without feedback, works well when running a police force but will not work well for a retail store. In a retail store scenario, this authoritative structure can cause employees to rebel or feel disrespected.

Consideration

Use an organizational analysis to determine if the organizational structure is effective and appropriate. An organizational analysis will evaluate communication, leadership styles and policies in place. The analysis will provide areas of weakness and suggestions on how to improve them. An organizational analysis should be conducted by an external company, such as a communication specialist. The analysis should include company-wide surveys, focus groups, one-on-one interviews, subjective observation and a discussion with the organization's leadership team.

References

• Lamar University: Organizational Structure
• Winston Brill: 5 Steps to Reduce Conflict at Work
• Business and Jobs: Conflict Management and Organizational Structure