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Competition can have different effects. What matters is how the conflict is managed in the work place.

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Competition can have different effects. What matters is how the conflict is managed in the work place. Potentially positive conflict can be healthy, but if handled improperly than the conflict can turn negative. Competition is a positive conflict, but it can also be a negative one. Two people who work together, are cordial with one another, but are always trying to outdo the other to meet goals is a form of positive competition; however, two people competition for money or bonuses will harbor some bad feelings from the person who loses. (Root 2016) Another form of positive conflict can be the creativity from employees. A healthy discussion about ideas for production, sales, or the company may bring about positive outcomes for the company. This can be done without arguments, fighting, or yelling. (Root 2016) A form of negative conflict can be personal conflict, which is when someone brings personal problems to work. Harassment is also a negative conflict because it brings about unwanted attention from coworkers that can negatively influence your job performance. I have dealt with many forms of conflict at work. The most recent was a competition. We were asked to come up with a slogan for the company, and the winner would receive a 60 inch to and a free vacation day. This was not enough to prompt me to join the competition, but there was a lot of people at work discussing the qualities of the job and what ideas would be best to create an effective slogan. Non-union and union management systems handle conflict very differently. Companies with union tend to have a Human Resource system departments where employees can file formal complaints and grievances if needed. Non-unions have the same system, but it doesn’t work as effectively or it isn’t as “formalized” as union settings. “Unionized firms tend to have ‘deeper’ formalized conflict management systems than non-unionized firms: on the one hand, unionized firms are more likely to possess a greater number of conflict management procedures and on the other hand, non-union firms are probably more accepting of informal methods to resolve disputes at the workplace such as line managers settling a problem with employees without using formal procedures.” (Teague and Doherty 2011)

References

Root, G., III. (2016). Positive & Negative Conflicts in the Workplace. Retrieved September 15, 2016, from http://smallbusiness.chron.com/positive-negative-conflicts-workplace-11422.html

Teague, P., & Doherty, L. (2011). Conflict Management Systems in Subsidiaries of Non-Union Multinational Organizations located in the Republic of Ireland. The Labor Relations Commission.Retrieved September 15, 2016.

 
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