Abstract
Conflict is a state of disagreement experienced between two individuals or parties, which can result from many factors. When conflict occurs at organizations, it may lead to many problems such as unaccomplished goals, decreased effectiveness, and low levels of individual and overall performance. However, organizational conflict may positively influence organizations under certain circumstances. The recent literature especially places emphasis on conflict management rather than conflict resolution, as conflicts are likely to enable organizations to enhance their performance and productivity when they are managed in an appropriate way. In this sense, organizations have to develop strategies that are aimed at improving the constructive aspect of conflicts instead of trying to reduce and remove them. As the first step toward this goal, organizations have to provide a learning environment so that they can benefit from conflicts. Since it is considered a key concept for the survival and adaptability of an organization, organizational learning stands out as an effective means of fostering such favorable effects. For this purpose, this article discusses the role of organizational learning in conflict management by examining the factors that facilitate and result from it.
Highlights
Conflict is a state of disagreement experienced between two individuals or parties, which can result from many factors
When conflict occurs at organizations, it may lead to many problems such as unaccomplished goals, decreased effectiveness, and low levels of individual and overall performance
The recent literature especially places emphasis on conflict management rather than conflict resolution, as conflicts are likely to enable organizations to enhance their performance and productivity when they are managed in an appropriate way
Summary
Organizational learning has very different definitions and interpretations in the literature; a consistent and uniform understanding of its meaning does not still exist. For organizations to enhance learning, the leadership should be committed to and support learning, they should have a culture encouraging learning and organizational members should have the opportunity to work in an environment providing a continuous process of knowledge acquisition, distribution and utilization. In this context, these important antecedents of organizational learning will be presented. The commitment of management refers that managers or leaders value the importance of learning for the success of the organization and they establish an environment or a culture supporting knowledge acquisition, sharing and transfer (Jerez-Gomez, Cespedes-Lorente & Valle-Cabrera, 2003). Organizations may benefit from supportive and participative types of leadership such as transformational style in creating a learning environment
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