Abstract
Key words: Conflict management, chaos theory, complexity theory,
interpersonal conflict, new sciences, quantum mechanics, quantum
skills, quantum organizations
Twenty-first century organizations are bombarded with continuous
change, and change, whether personal or organizational, often generates
conflict. This theoretical paper examines conflict through the lens
of the new sciences, specifically the scientific theories of chaos,
complexity, and quantum mechanics. These scientific theories provide
a new conceptual metaphor for viewing conflict as necessary for
both individual and organizational evolution. The authors present
not only a new conflict paradigm, they propose a new skill set as
well and suggest that these skills can be used by managers and organization
development practitioners to
create quantum organizations— organizations that embrace conflict
and use it for continuous transformation.
Introduction
One of the most notable characteristics of twenty-first
century organizations is continuous change. Unstable economic conditions,
rapidly changing technologies, global competition, workforce diversity,
and new organizational structures are only a few of the factors
contributing to an age of exponential change. Furthermore, major
change, whether in society, the family, or the firm, generally creates
significant chaos. Where there is chaos, there is often stress,
and stress frequently becomes the progenitor of conflict. Hence,
in this era of radical change and considerable chaos, many organizations
are experiencing increased tension which often manifests as interpersonal
conflict.
Conflict, of course, has always existed—even in simpler times.
Where two or more people are gathered together, there is a potential
for conflict. As human beings interact within organizations, differing
goals, values, styles, and situations create tension (Walker, 1986;
and Bolman & Deal, 1997). In addition to these interpersonal
and behavioral factors, traditional organizational structures promote
conflict. Functional silos and a plethora of different skill sets
and technical specialties lead to communication challenges that
often result in conflict. These factors, along with many others,
make conflict an organizational reality.
This paper purports that interpersonal conflict
is not only unavoidable, it is necessary for
individual and organizational evolution. Each conflict situation
offers organizations, and the
individuals who comprise them, opportunities for transformation.
Conflict challenges the status
quo, providing a breeding ground for innovation. Managers who try
to eliminate conflict are
operating under an outdated paradigm. If organizations are to thrive
in the twenty-first century, a
new view of conflict is required.
I Cittadini interessati possono
scaricare il testo da qui sotto .pdf 69 Kb
