The discussion on page 286 and 287 highlights that the context in which we experience conflict influences how we deal with it. The authors discuss the differences between high-context and low-context cultures and how this can create conflict if people are not aware of these differences. Organizational cultures also determine how we deal with conflict and I can understand how this. For example, in the company I work for everyone is very formal and we are not encouraged to openly talk about our problems. If a conflict does arise, it's more likely to be ignored or the more senior person would get his/her way. However, many of my friends who work for different companies will openly talk about their problems or voice their opinions to anybody in the organization. I don't know which way is better, both have their pros and cons. In my organization, we don't really deal with awkward situations and conflict because everything is resolved through power. This way of resolving problems is not the best way and only results in a false consensus.
1 comment:
I can only imagine how toug hand frustrating it must be in your company when there is a problem. I really think it is unhealthy for an individual or organization to ignore or remain in denial that there is a problem that needs to b e addressed immediately. It really kills morale when people feel helpless and do not believe things will ever change. I think it might even overwhelm the individual if they continue to let their own feelings build u. They may become bitter or resentful of the as a result. They might even be driven to the point where they lost control and just blow up in someone’s face over a discussed issue.
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