Conflict as a Part of Organizations
While conflict is usually viewed negatively and most people try to avoid the discomfort it can bring, Hatch shows the benefits it can bring and how it is a natural part of any organization.
The attitude of conflict has changed over time as it moved from being seen as "dysfunctional" to a "natural and inevitable" part of organizations. Hatch states (p. 303) "The natural view of conflict helped managers confront conflicts they could not alter or avoid by suggesting that conflict is not a sign of mismanagement, but is rather an unavoidable aspect of organization." Library Media Specialists work with a large number of people either within the organization or with the library users. People come with different views and needs and overcoming the conflicts that arise when dealing with different situations only strengthens the library.
While "both too little and too much conflict result in poor performance" (p. 304) a certain amount of conflict will improve the services and resources a library provides. Libraries are only beneficial when they are being used and if there is very little conflict occurring, the amount of use of the library may be questioned. Hatch gives an example of some organizations creating competition between units to maximize productivity but this over use of conflict may result in "poor cooperation and communication between groups."
Conflict may also occur that can be resolved through physical changes. Hatch gives with the example of the wall between the cooks and the waitress staff and a way for them to turn in orders on the metal wheel rather than causing conflict by the wait staff giving orders to the cooks (p. 303). The library may have separate areas or even small rooms for quiet study so users won’t be disturbed from noisy activities such as story hour for younger patrons.
Library Media Specialist must examine conflict when it occurs and look for ways to overcome it. The results may lead to a stronger system that provides better services to their users.
M. Lambert
posted by Mary Ann @ 8:07 AM
2 Comments:
I agree that Library Media Specialists must examine conflict when it occurs and look for ways to overcome it. I would like to expand this, however, to include all types of libraries. I, for example, work in the Reference Department at a public library where conflicts are routinely encountered between staff members, patrons, or both. I do not mean to imply that conflicts do not exist in other occupations and professions. I am focusing my views to the library profession, as a whole, for the purpose of this posting.
I recently read an article written by Michael & Jane Kathman (Conflict Management in the Academic Library) that discusses conflicts as they can exist in an academic library setting. The article discusses how conflict has traditionally been viewed as an undesirable element. The authors go on to discuss other issues relating to conflicts. In particular, the authors list the following benefits of conflict:
• Feelings of operating effectively as a team may result from working through conflicts among colleagues or departments.
• The expression of various opinions and approaches may lead to innovation and change, which can help the organization achieve its goals in new and better ways.
• New methods of communicating and providing information may develop.
• Participation in decision making may improve as individuals are more willing to express ideas.
• New ways of allocating resources and power may emerge.
• Issues and goals may be clarified for individuals, departments, and the organization.
I list these benefits to further support the idea that conflicts are not always bad for organizations.
Kathman, J. M., & Kathman, M. D. (1990). Conflict management in the academic library. Journal of Academic Librarianship, 16(3), 145-50.
Karl F.
I agree that conflict can be healthy for organizations. Organizations are groups of people that gather to accomplish goals that could not be produced individually (Hatch, 1997). It is the uniqueness of each individual that when blended with other individuals that produces these goals. Without this uniqueness, many projects would never be created.
The inevitable byproduct of individuality, however, is conflict. A common conflict in the library setting is how to make plans for the future in a technological environment. Organization theorists Walton and Dutton (as cited in Hatch, 1997) listed the environment, strategy, and technology as some of the local conditions that precipitate conflict. These conditions are present in the library right now, and I believe that these bring the possibility of positive growth for the library. The alternative attitude for library employees would be to just “give up” or “put in my time”. The fact that librarians have different ideas for the future shows that they are thinking and contributing to the organization.
king
Hatch, M. J. (1997). Organization theory. New York: Oxford University Press.
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