Question 3- Business

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SolarTech Solutions (fictional name) is an innovative technology-driven company specialising in innovative solar-energy solutions. Recently, a conflict has arisen between the Research and Development department and the Sales and Marketing department. In this respect, the Research and Development department is predominantly focused on developing innovative, breakthrough, solar-energy solutions, while the Sales and Marketing department is mostly concerned with meeting short-term sales targets. More specifically, the Sales and Marketing team is revenue-driven, rather than waiting for the Research and Development team to develop new, innovative, sustainable solutions. Subsequently, there is constant conflict between the departments.

Using the above scenario as context, discuss the characteristics of conflict and how the conflict can be managed. Conduct additional research.

below will assist with your answer, additional research may be needed

Conflict 'the interaction of inter-dependent people who perceive opposition of goals, aims, and values, and who see the other party as potentially interfering with the realisation of these goals' \begin{tabular}{|c|c|c|} \hline \begin{tabular}{c} Incompatibility \\ of goals \end{tabular} & \begin{tabular}{c} Inter- \\ dependence \end{tabular} & Interaction \\ \hline \end{tabular} 3 Characteristics of Conflict: Incompatible Goals and Inter-Dependence - Incompatible goals and interdependence: - Many organisational conflicts stem from contradictory ideas about distribution of organisational resources - Management and labour negotiate about working conditions, distribution of wages or capital investments - Incompatibility may exist in harmony until work demands that the become inter-dependent - Working on a project together, could create conflict 3 Characteristics of Conflict: Interaction - Conflict involves expression of incompatibility, not its mere existence - Communication important in dealing with conflict - Conflict can be both destructive and productive: - destructive: can destroy work relationships - constructive: create needed impetus for organisational change and development - Through communication, organisational members create and work through conflicts in ways that may be functional or dysfunctional -Technique by which conflicting parties withdraw from a conflict rarely effective - Involves face-to-face meeting of conflicting parties purpose: to identify problem and resolve it through open discussion - Goal cannot be obtained without co-operation of each of conflicting parties - expand resources to create win-win situation Play down differences between conflicting parties and emphasise common interests - Organisational structure can be changed to resolve conflict results in change in communication patterns of conflicting parties - When each of the conflicting parties give up something of value