Conflict and Organizational Change

Written By : Hakim A. 

Abstract 

The aim of this work is to shed light on the problem of organizational conflict and change. It aims to define the concept of conflict, its types, its sources and how to manage it within an organization, at the same time it aims to deal with the concept of organizational change, its definition, its types, its factors and its process but also the resistance to organizational change. Finally, the work will explain the existing relationship between conflict and organizational change according to two dimensions, one of destructive conflicts and imposed change, the other of constructive conflicts and evolutionary change. The work presents a case study that affirms, practically speaking, the strong relationship between conflict and organizational change.

In brief, organizational change is a natural process in any organization, but the way to manage a change plan can trigger conflicts afterwards; between members of an organization, in the same problematic, conflicts are also natural experiences within the organization, the way to manage them always influences the performance of the organization, its success, and its change.

Conclusion 

Within an organization, conflict is a story that can be a source of another story, that of organizational change. Human resources managers play a major role in managing conflict in order to ensure a lasting balance within the company.

In the case of a change plan, the important strategy to be aware of is to be connected with all the different members in order not to fall into a crisis that will trigger conflicts and threaten the performance of the company.

Generally, we can say that destructive conflict can trigger imposed changes, that's why it is necessary to work in the logic of conflict management before their evolution, to always ensure evolutionary changes.

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