LEVELS OF ORGANIZATIONAL CONFLICT

Reward systems of most organizations encourage employees to compete with each other. Competition may be either open or closed. Unfortunately improper reward systems or reorganization systems for employees create some conflict. Organization conflict is a situation of closed or win-lose competition, in which parties try to keep each other from attaining their goals. There are mainly three levels of organizational conflict. It may exist between individuals, or between individuals and groups, or groups in same organization.

Every inter-group conflict passes through five stages. They are (1) Latent conflict, (2) perceived conflict, (3) felt conflict, (4) manifest conflict (5) conflict aftermath.

Latent conflict: - This is the first stage in which only potential opposition exists between parties. This means all causes of conflict lying hidden.

Perceived conflict: - In this stage, parties become aware of this conflict, and they begin perceiving the conflict.

Felt conflict: - In this stage, parties becomes emotionally involved in the conflict, and feeling the conflict.

Manifest conflict: - In this stage, parties begin to give expression in their hostile behavior. Some expressions of hostile behaviors are lack of coordination, decreased interaction, and break down in work flow etc.

Conflict aftermath: - Conflict is not discrete situations, with a clear beginning and end.

If the conflict is genuinely resolved to the sanctions of all parties, the basis for a more cooperative relationship may be laid.

STRATEGIC MANAGEMENT ACCELERATING THE RATE OF CORPORATE SUCCESS.......

An organization's business process never ending activity. In present fast moving corporate set up the word "STRATEGY" has very important role. The blue chip companies now they have started to deploy strategy as a functional department. Either it is a small company or big company strategic formulation and implementation have essential foot prints.

The Strategic Management Process consist of three main stages Strategy formulation, implementation and evaluation. Strategy Formulation includes mission and vision setting, external opportunities and threats (SWOT) analysis, establishing long term objectives, generating alternative strategy. In Strategy formulation stage top level management need to do lot of basic contributions like organizational existing culture analysis, setting organization's vision and mission statement on the basis of analyzed organization's culture, predefining corporate long term objective.

In Strategy implementation required to establish annual objectives ,motivate employees etc. The strategic implementation stage various type of problems may arise that time top level management or responsible management personnels must arrange orientation programmes especially for the bottom level employees.

Strategy Evaluation is the final stage in Strategic Management Process. Three fundamental strategy evaluation activities are (1) reviewing external and internal factors that are the bases for current strategies (2) measuring performance (3) taking corrective actions. Strategy Evaluation is needed because success today is no guarantee for tomorrow. Success always creates new and different problems .

BENCH MARKING ....."THE WORD OF MANAGEMENT DISCIPLINE"

"BENCH MARKING"........a way to achieve the organisational goals and to taste the success. Bench marking is a standardization process for all levels of activities of an organisation and so, bench marking system plays a vital role in management. This system can be adopted for any organisational functional areas and also it is an excellent performance evaluation technique.

Bench marking system is mainly used by the Quality Assurance department of a company. But this concept is a broad one and so we can apply this to any result oriented process. The bench marking is widely used by big shot companies in the field of Global market expansion area. This process helps to ascertain and identify the current situation and expected levels. Financial budget is a good example for Bench marking System.

Requirements of proper Direction............?

               'Direction is not a simple thing' in management.Direction is a quality we can earn through the experience.Direct the right path and taste the successes  is the core MANTRA of managerial concepts.
The major requirements for a proper directions are:
(1)Harmony of objective
(2)Unity of commands
(3)Direct supervision
(4)Efficiency in communication

  Above mentioned thing are the major components  in direction. Harmony of objective means create a balance between actual objective and direction.Make sure that there is a no conflict between objective and  direction.However,balancing both thing in a single loop is the most important thing .
                          
           Second terminology is unity of command.The direction must be show the uniqueness.Otherwise it will create the confusion in the subordinates mind and their work.Unity of command also defining capability of the top management.
Direct supervision not only for the work evaluation but also it creates manager and employee relation.And it will help to the employee improve his/her performance level. Communication also have vital role in direction process.If a manager gives direction to their subordinates it should be transparent.....

Economy V/S Management

The Management mainly deals with four major function.It may vary on the basis of writers view points .Management is a real concept to guide and stream line the economy of any country across the globe.
If  a country's regulatory authorities do not have the capacity to manage" MEN & MATERIALS" we can say that "THEY ARE PLANNING TO FAIL".Most of the Asian continent countries have enough manpower and materials.But unfortunately they are failing to generate income.This problems are arising due to mismanagement.......................

Where We Need Professionalism????

We are in a 21st century era .It's sometimes difficult to identify the true meaning of "professionalism." Many individuals use professionalism as a facade to cover their lack ability to perform their job effectively. Others use it to for intimidation to gain power. Still others use it as a way to impress the unknowing. However, it seems that very few individuals use it for its original intent---to provide a foundation for effective communications and efficient performance.