Modern, symbolic, and postmodern perspectives on conflicts to promote organizational performance.

Modern perspective: The modern perspective on conflicts in organizations focuses on resolving conflicts through formal structures and processes. This perspective emphasizes the importance of clear communication, problem-solving techniques, and conflict resolution training for employees. The goal is to minimize conflicts and create a harmonious work environment that promotes organizational performance.

Symbolic perspective: The symbolic perspective on conflicts in organizations views conflicts as a natural and necessary part of organizational life. This perspective emphasizes the importance of understanding the underlying meanings and symbols associated with conflicts. Conflict is seen as a way for individuals to express their values, beliefs, and identities within the organization. By acknowledging and addressing these symbolic aspects of conflicts, organizations can promote a more inclusive and diverse work culture that enhances organizational performance.

Postmodern perspective: The postmodern perspective on conflicts in organizations challenges traditional views of conflicts as problems to be solved. Instead, conflicts are seen as opportunities for creativity, innovation, and growth. This perspective emphasizes the importance of embracing complexity, ambiguity, and diversity in organizational conflicts. By encouraging dialogue, collaboration, and experimentation, organizations can harness the energy of conflicts to drive positive change and improve organizational performance.

Modern Perspective on Conflicts

- Conflict is viewed as a negative force that disrupts organizational stability.
- Emphasis on preventing and resolving conflicts through formal mechanisms.
- Conflicts are seen as an obstacle to organizational performance.

Symbolic Perspective on Conflicts

- Conflict is seen as a natural and potentially beneficial process.
- Focus on the symbolic and cultural aspects of conflicts.
- Conflicts can provide opportunities for creative problem-solving and innovation.

Postmodern Perspective on Conflicts

- Conflict is seen as an inherent aspect of organizational life.
- Emphasis on understanding the multiple perspectives and interpretations of conflicts.
- Conflicts can be a source of learning and growth for organizations.

To promote organizational performance, conflicts can be managed through:

Modern Approach:

- Establishing clear rules and procedures for conflict resolution.
- Developing a culture of conflict avoidance and suppression.
- Using mediation and negotiation to resolve conflicts.

Symbolic Approach:

- Creating a supportive and inclusive organizational culture that values diversity.
- Facilitating dialogue and open communication to explore different perspectives.
- Encouraging the use of metaphors and symbols to frame conflicts in a constructive way.

Postmodern Approach:

- Recognizing and accepting that conflicts are inevitable.
- Engaging in reflective practice to understand the underlying causes and dynamics of conflicts.
- Promoting collaboration and consensus-building among stakeholders with different perspectives.

Benefits of Managing Conflicts for Organizational Performance:

- Improved decision-making by considering multiple perspectives.
- Enhanced creativity and innovation through the clash of ideas.
- Strengthened relationships and trust through conflict resolution.
- Increased adaptability and resilience in the face of challenges.
- Greater employee satisfaction and motivation due to a perceived sense of fairness and inclusion.