Here is the discussion on the topic of "Functional organizational conflict and a dysfunctional conflict and how a leader"
Understandably leaders will encounter conflict, but the take away is that leaders can minimize conflict within and between groups by improving communication and listening skills (Curphy, Ginnet, & Hughes 2015). An example of dysfunctional conflict occurred between the manager and her team. Many of you can relate that sometimes those employees more diligent, effective, and timely with their tasks are often tasked with more work. While I understand why a manager would tend to seek those employees he or she can count on assignments should be divided evenly. The workplace dynamic is that two of efficient team members are consistently task with new assignments while other teams are left only with a few. The situation has gotten so dysfunctional that the effective employees are staying late to complete work while the ineffective employees are taking 2 hour lunches. An effective employee was asked to take on another project and explained to the manager she was currently inundated and asked if the task to be dispersed to another team member. The manager immediately got defensive told the employee not to be concerned with other employees and to just to her job. The conversation was demeaning, aggressive, and showed poor communication and leadership. Sadly this was the last straw for the employee and the team lost an efficient and knowledgeable member.
As for functional conflict resolution communication again is important and can improve outcomes greatly. Given the exact same scenario the second employee who is continuously tasked with new assignments chose to escalate the conversation to the director level. Often in the work place escalating situations should be done after first approaching your first line leadership. However, given the negative and dysfunctional outcome of approaching the manager the employee felt empowered to escalate. When explaining the situation of feeling overwhelmed by current assignments and the uncertainly of taking on a new task at present the director's communication effective. She listened attentively and asked the employee if she could review current work flow and team assignments. She returned to the employee the following day and agreed her current deadlines did not put the employee in a position to complete a new assignment timely. The director then also spoke with the manager because it was evident task distribution was grossly uneven. Simply listening improved an outcome an overall company moral and team productivity.
Read all discussion carefully and give appropriate response.