Complementary Partners in Organization

Complementary Partners
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Complementary Partners
Leadership and corporate culture are integral concepts in any organization. Leadership is arguable the most significant driving force behind the corporate culture. All the events, processes, and aspirations that are in an organization can only be achieved as a result of effective leadership, which inculcates the desired corporate culture. Building a robust and healthy corporate culture is becoming a crucial practice in the workplace. Conflicts and motivation are some of the issues of great concern in the workplace, which need attention and investment to allow better performance. Conflicts can emerge in organizational events such as meetings, and this would mean that there should be an elaborate mechanism to deal with conflict. The motivation of employees is more critical than never before, as the contemporary work culture demands employees who are self-driven and innovative.
Conflict in the workplace is always inevitable as long as the diversity of opinions, perceptions, and options exist. Most conflicts are grounded on professional issues, power struggle, and personality matters, or traits. However, conflict needs proper handling because poor management of conflict can result in a downward spiral of performance, or things get out of hand. While it is not possible to deter conflict occurrences, many strategies can be adopted to avert or to mitigate misunderstanding between different parties in the organization. There critical questions that can be posed regarding conflict management practices, which leadership can ponder over. Can a meeting be set up to reduce the risk of conflict? Is it possible to transform conflict and associated tension into a powerful force that generates better solutions and outcomes for the organization? How can the adverse result of conflict be mitigated? How can an organization restore acceptance and containment of crisis when consensus is not possible to reach? These questions provide a purview onto the dynamics of conflict management and how the organization can seize the opportunity to its advantage.
Organizations are increasingly facing sophisticated challenges. Addressing these challenges requires robust leadership traits that can facilitate a collaborative problem-solving approach where heterogeneity of perspectives can be leveraged upon. It is quite uncomfortable and sometimes ‘destabilizing,’ when the most deeply held beliefs, principle san values, are challenged by a contrasting perspective, even when such different views are legitimate (Nelson & Squires, 2017). Nelson & Squires recommends adaptive leadership traits where leaders at different levels in an organization allow are tolerant of the diversity of perspectives and can allow diverse perceptions to come to the fore. The multiplicity of perspectives, including competing viewpoints, are necessary processes that are essential in relooking at complex issues, from different and new angles. Effective leaders who have desired traits for managing conflicts should not only move away from adjectival descriptors, behaviors and situational context of operation, they should also strive to present an alternative approach that emp...