ORGANIZATIONAL COMMUNICATION
Dr. Christopher Mayes
Conflict can be disastrous for an organization if not handled properly. Do you think that internal or external conflict is more dangerous for an organization?
Casey McCloskey
Hello Everyone,
A crisis can affect any organization at any given time. The crisis can come from a natural disaster, human induced, or intentional by the organization. However, the crisis comes about, there are four phases an organization must approach. According to Chadha, the four crisis management phases are,
1. Mitigation
2. Preparedness
3. Response
4. Recovery
Mitigation means to create a game plan to set in motion when a crisis hits. Determine who needs to be informed first and create an open line of communication.
Preparedness refers to making sure the plan is in place when it is needed and periodically reviewing it.
Response is the actions an organization takes when a crisis has happened. Things like putting out correct information, virtual work set up, and stakeholder communications need to be addressed.
Recovery means what the organization does to bounce back from the crisis. Like, how the organization gathers together, how they fix the crisis, and the type of communication they offer their stakeholders. This is the most difficult phase of a crisis because trust or reputation of the organization may have been lost in the crisis. It takes careful actions and time to create a trust with their consumers again.
Chadha, P. (2020). The Four Phases of Crisis Managment.
AGB. Retrieved from https://agb.org/blog-post/the-four-phases-of-crisis-management/
Jennifer Gelert
Good afternoon, Professor Mayes, and class,
I must admit I was trying to make a connection between our readings that deal with crisis communication and organizational conflict. Especially when the words ‘organizational conflict’ was not stated. I figured the best place to start was with the term ‘organizational conflict.’ Herrity (2022) shares that organizational conflict is an internal misunderstanding or disagreement. A lack of cohesion and collaboration in the workplace is lost. If everyone is at odds with each other, it could be challenging to get everyone in agreement with the company’s goals. It is important to understand the five phases of organizational conflict. Noticing when things are escalating allows for stepping in before things get out of hand (Resource Center, n.d.)
The five phases are:
1. The Latent Stage – This is the stage that has the potential for conflict. Competition for resources, wanting control of an activity that clearly is in someone else’s domain and two parties working on a project who cannot reach consensus on what they should do.
2. The Perceived State – One or more of the parties are becoming aware of actual conflict. This would be an appropriate time to try and improve communications.
3. The Felt Stage – Emotions are coming into play. It may be that there are inconsistent demands or organiz.
ORGANIZATIONAL COMMUNICATIONDr. Christopher MayesConflict can .docx
1. ORGANIZATIONAL COMMUNICATION
Dr. Christopher Mayes
Conflict can be disastrous for an organization if not handled
properly. Do you think that internal or external conflict is more
dangerous for an organization?
Casey McCloskey
Hello Everyone,
A crisis can affect any organization at any given time. The
crisis can come from a natural disaster, human induced, or
intentional by the organization. However, the crisis comes
about, there are four phases an organization must approach.
According to Chadha, the four crisis management phases are,
1. Mitigation
2. Preparedness
3. Response
4. Recovery
Mitigation means to create a game plan to set in motion when a
crisis hits. Determine who needs to be informed first and create
an open line of communication.
Preparedness refers to making sure the plan is in place when it
is needed and periodically reviewing it.
Response is the actions an organization takes when a crisis has
happened. Things like putting out correct information, virtual
work set up, and stakeholder communications need to be
addressed.
Recovery means what the organization does to bounce back
from the crisis. Like, how the organization gathers together,
how they fix the crisis, and the type of communication they
offer their stakeholders. This is the most difficult phase of a
crisis because trust or reputation of the organization may have
been lost in the crisis. It takes careful actions and time to create
a trust with their consumers again.
Chadha, P. (2020). The Four Phases of Crisis Managment.
2. AGB. Retrieved from https://agb.org/blog-post/the-
four-phases-of-crisis-management/
Jennifer Gelert
Good afternoon, Professor Mayes, and class,
I must admit I was trying to make a connection between our
readings that deal with crisis communication and organizational
conflict. Especially when the words ‘organizational conflict’
was not stated. I figured the best place to start was with the
term ‘organizational conflict.’ Herrity (2022) shares that
organizational conflict is an internal misunderstanding or
disagreement. A lack of cohesion and collaboration in the
workplace is lost. If everyone is at odds with each other, it
could be challenging to get everyone in agreement with the
company’s goals. It is important to understand the five phases
of organizational conflict. Noticing when things are escalating
allows for stepping in before things get out of hand (Resource
Center, n.d.)
The five phases are:
1. The Latent Stage – This is the stage that has the potential
for conflict. Competition for resources, wanting control of an
activity that clearly is in someone else’s domain and two parties
working on a project who cannot reach consensus on what they
should do.
2. The Perceived State – One or more of the parties are
becoming aware of actual conflict. This would be an appropriate
time to try and improve communications.
3. The Felt Stage – Emotions are coming into play. It may be
that there are inconsistent demands or organizational and
induvial growth which can cause anxiety.
4. The Manifest Stage – The conflict is now out in the open.
Attempts are made to blocks another person’s goal achievement.
Attempts are made to sabotage or impede the other person’s
plans.
5. The Aftermath Stage – This is the conflict and the outcome.
It can be negative or positive. The conflict will either be
4. Antonio Tolson
Oct 19, 2022, 4:10 PM
Conflict in organizations are bound to happen there are ways to
resolve them with minimal damage to the organizational
structure. The only way to overcome conflict is to first identify
it by understanding its stages. There are five stages of conflict,
and only through learning and comprehending the issue can they
be resolved. There are numerous options open that can aid in
dispute resolution. The only way to overcome conflict is to first
identify it by comprehending its stages. There are five stages of
conflict, and only through learning and comprehending the
problem can they be resolved. The only way to overcome
conflict is to first identify it by comprehending its stages.
discovering and comprehending the problem's solution. The
stages are
Latent Stage-the first stage in the five stages of conflict, people
may be in conflict without being aware that they are in conflict.
Perceived Stage- is when the people involved in a conflict
become fully aware that there is a conflict
Felt Stage- stress and anxiety are felt by one or more of the
participants due to the conflict
Manifest Stage- during which the conflict can be observed.
Aftermath Stage-which takes place when there is some outcome
of the conflict, such as a resolution to, or dissolution of the
problem.
The most problematic to me is the felt stage because at the stage
people can feel like they are up against the wall and they have
to do anything to resolve the conflict. The key is to make sure
you inform the parties involved that the resolution will come if
parties remain level headed and work together to form a
resolution.
Editor, U. (2022, October 5).
5 stages of conflict and workplace conflict resolution.
Udemy Blog. Retrieved October 19, 2022, from
https://blog.udemy.com/stages-of-conflict/
5. Leslie Shelton
Oct 19, 2022, 4:30 PM
There are five stages of organizational conflict as identified by
Louis Pondy (1967). The stages are as follows:
Latent Stage: This first stage is where conflict is first hatched
and can become an idea of a problem. Can an issue be resolved,
or does a conflict start.
Perceived Stage: The perceived stage is where
misunderstandings are occurring, and a conflict is becoming
evident. This is where communication would be utilized to come
together for righting the misunderstanding.
Felt Stage: This stage is where both parties are
feeling the miscommunication and tensions/anxieties
are coming to a head.
Manifest Stage: This stage is where aggression and tempers
come into play by one or both sides of the situation. Ugliness
can occur and some may become violent to prove or push their
point.
Aftermath Stage: This is where the determination of if the
conflict is resolved, and if it has a negative or positive result.
Either things are resolved satisfactorily, and the parties move
forward, or the relationship stalls/ends.
As to which stage is the most problematic to deal with, that is
hands down the manifest stage. This stage is where the ‘point of
no return’ can happen, and people go too far and push past the
point where heads are clear and relationships can be mended.
This stage ultimately determines how the aftermath stage will
go. If violence and ugliness are in this stage, irreparable
damage is more than likely going to happen.
When looking for the different phases of organizational
conflict, I came across a great article from Louis Pondy, after
he created his original article from the 60s about organizational
conflict. What I found very interesting is that his perspective
6. from the 60s to the 90s morphed a bit. Admittedly, Pondy
referred to himself as a product of the ‘silent generation’ and
viewed conflict much differently than his did decades later.
(Pondy, 1992). Pondy surmised that his article of the 60’s was a
“fundamentally cooperative set of relationships, negotiated as
part of the process of forming the organization, misfired
occasionally because of human failings — selfishness, jealousy,
empire building, failures of communication and limitations on
cognitive capacities lead to conflict” (1992). Pondy further
shared that perhaps the biggest flaw was the “assumption that
organizations are cooperative, purposive systems which
occasionally experience conflicts or breakdowns in cooperation”
(1992). Ironically, Pondy regards his past evaluation as being
the opposite of what he considered the ‘cooperative system’. He
regards organizations as having internal conflicts. I really
enjoyed his perspective of relating organizations as ‘arenas’ and
managers are the fight promoters and they “organize the ‘bouts’
as well as referee them” (1992). Pondy further said that if
conflict is not evident, then the organization has essentially no
reason for ‘being’ (1992).
References
Pondy, L.R. (1967). Organizational conflict: concepts and
models. Administrative Science Quarterly, Vol. 12, No. 2 (Sep.,
1967), pp. 296-320. Retrieved from http://www-
personal.umich.edu/~lroot/ConflictMgtConceptMap/Pondy-
Organizational-Conflict-1967.pdf
Pondy, L. R. (1992). Reflections on organizational
conflict. Journal of Organizational Behavior, 13(3), 257–261.
https://doi-org.lopes.idm.oclc.org/10.1002/job.4030130305
Bryan Velez Rodriguez
Oct 19, 2022, 8:10 PM
Unread
Hello,
There are five different phases of organizational conflict. The
first is the latent stage in which the conflict first arises but
those involved might not yet know there is a conflict. The
7. second stage is the perceived stage in which people are now
aware of the conflict and the situation has been notified. The
third stage is the felt stage in which the parties feel the
emotions toward the conflict. The fourth is the manifest stage in
which the conflict becomes apparent and may be observed. The
last stage is the aftermath stage in which some sort of resolution
or dissolution occurs with respect to the conflict (
blog.udemy.com). If there were one stage more
problematic than the rest, it might be the manifest stage because
if multiple people can observe a conflict occurring, it may be
impactful. It may also have the potential to involve them in the
conflict.
-Editor, U. (2022, October 5).
5 stages of conflict and workplace conflict resolution.
Udemy Blog. Retrieved October 19, 2022, from
https://blog.udemy.com/stages-of-conflict/
