There may be conflicting opinions over these and many other issues.
Conflict is a constant companion to decision making.
The secret trump to it is how we are going to constructively manage conflict, particularly if we are going to try our hand at group decision making.
Although solo decision making may be tempting since it can avoid interpersonal conflict, organizational reality forces us to involve other people.
Conflicts need not be a negative force; especially within decision making.
Managed effectively, conflict can bring important issues to light and facilitate the search for constructive solutions.
Conflict is a natural occurring by-product of group interaction. Within organizations, members perceive the needs of the organization differently. Individuals hold divergent viewpoints due to varying backgrounds, experience levels and perceptions of themselves and their roles, as well as others and their roles.
Common wisdom says that conflict is due to personality differences; ironically, many conflicts are not due to personality factors but exist by virtue of the job function.
We must come together to find effective and efficient solutions to the key organizational issues.
I shall not delve here on the common approaches adopted for handling organisation conflicts; but suffice to say that he approach adopted will very much depend on the situation at hand.
Next week, I would like to elaborate on consensus decision making.
ROTARY SHARES
