Quality Management Organizational Excellence

Question: Discuss about the Quality Management for Organizational Excellence. Answer: Introduction: This paper presents a justification seek to justify the claims that conflicts in businesses are essential for any company to thrive. It aims at analyzing the positive effects of conflict and impact of these positive effects on the success of the business. It focuses on the different aspects that are directed towards the goal and objectives review, innovation, optimization of resources, clear defined roles, and responsibilities and increased interpersonal relationship. Conflict is always inevitable especially when two or more people garner together, either in a workplace or at home and it arises due to differences in ideas between individuals. In most cases, conflict occurs as a result of unclear responsibilities, conflict of interest between two or more parties, scarcity of resources and other interpersonal relationships problems. When a conflict arises, there are some positive and negative effects that arise. The effects which can either be positive or negative are witnessed by both parties and any other party associated with those entangled in a conflict (Halevy et al. 2013, p. 37). In normal circumstances, a conflict is always connoted to have a negative effect on the organization. However, despite the notation, it can be outlined that conflicts in an organization propel creative ideas and better methods of doing work through conflicts. The situation of conflicts in the current business world is that conflict is essential to a company to thrive as supported by Barua and Mani (2014) who argues that companies should engage in conflicts and disagreements for any meaningful development. Change is an integral element of success in businesses. Change is required for an organization to adapt to new methods of production prevailing in the market. Despite the knowledge of the importance of change, fewer teams take the courage of taking this action. Conflict as denoted by Barua and Mani (2014) accelerates the process of change in an organization. Through conflict, the involved parties question the methodology of work and procedures commonly incorporated in the organization. Through conflicts, the organization generates the best alternative to policies and operations procedures that take place. The ideas are then implemented by the organization for the better production of the company. For the case of extreme cases of conflicts, organization resolve to conduct an overhaul of the organization that may include a complete change of layout and total leadership overhaul. In the process, managers and workers with fresh ideas are brought to the organization. Goal and objectives lack the necessary vision and focus in an organization at most times. It is appropriate for the organization to be in line with a relevant objective. Richmond, McCroskey, and Powell (2012) denote how conflicts in organization cause major organizations to review their goals and objectives while solving the needs of the conflicting parties. The review should always streamline the organization to the major goal. The review of objectives must include employee relationship, department and organization structures in addition to forecasts. Organizations are forced to align their objectives towards common goals to ensure teamwork in the workplace. In most cases, the conflicting parties engage in conflict when engaging in competition. The competition which results in conflicts can be best eliminated through ensuring teamwork. Conflicts inspire creativity in diverse ways. Conflicts in major 0rganization are viewed as opportunities for finding creative solutions to solve any encountering problem. Conflicts not only bring tension to an organization but also the need to brainstorm ideas and deep analysis. The conflicts which may result due to disagreements makes the members of an organization to think harder to cope with the valid objections in the cause of searching for the real cause of differences. The brainstorming involves examining the problem using a multi-perspective idea. The best alternative is picked from the rest and then implemented. Optimization of resources is done to ensure full exploitation of the available resources. The main objective is to make sure that there are no resources that are underutilized. Conflicts lead to optimization of resources in a scenario where conflict had occurred as a result of the scarcity of resources. Organization has to establish the best usage of resources to ensure that every department, section, and even employees have a proper allocation of resources in the organization. The rightful distribution of resources eliminates wastage or over usage of resources for an organization. The right allocation ensures that the cost used in acquiring resources is minimized as pointed out by Zhang et al. (2016, p. 367). Clear definitions of roles are other advantages posed by conflicts in organizations. Conflicts which have been caused by overlapping roles and duties in an organization could enhance solving the problem for all times. Major companies suffer from an undefined structure of operations, and hence major problems arise when employees have overlapping duties and functions. The employees may fail to perform their tasks as expected causing problems to the organizations. For such, companies establish the right structure for the enterprise while also preventing the blame-games that result from job opportunities with unclear duties and responsibilities (Avgar, Neuman, Chung 2016, P. 89). Future communication is an organization is enhanced. An organization that has the previous record of a dispute is known to establish good communication plans after learning from each other. Through conflict solving, one can understand other peoples communication style in addition to possible solutions to any future problem. Conflict also promotes specialization of talents. It is at the point of conflict solving that different areas of specialization of the employees shall be identified. Despite the positive benefits of conflicts in an organization, Goetsch, and Davis (2014) points out that conflict creates permanent hatred if it occurs repeatedly. The members who are increasingly frustrating with the conflict levels may eventually leave the organization. Likewise, conflict decreases productivity since organizations spend a good considerable amount of time dealing with conflicts. The time and effort applied are used at the expense of achieving core goals. In conclusion, conflicts are always attributed as negative, and some people believe it is a good to avoid. However as established above conflict can be advantageous to organizations that embrace it in a positive way. Conflict creates organized future communication, specialization, good structure and job layout, optimization of resources and innovation. All these attributes are integral in ensuring the success of business. Thus, it can be deduced that despite few disadvantages, healthy conflict in an organization leads to its success. References Avgar, C, Neuman, E, and Chung, W, 2016, Social Structure and Conflict: A Relational Approach to the Study of Conflict and Its Management in Organizations. InReframing ResolutionVol 5: 34, (pp. 79-101), Palgrave Macmillan UK. Dwyer, J 2013 Communication for Business and the Professions, Strategies and Skills, 5th ed., Pearson Education, Australia pp. 627-630 Halevy, N, Cohen, T, Chou, E, Katz, J, Panter, A, 2013. 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