Organizations are visage with the challenge of coordination issues caused by the division of goals and tasks over completely different departments. Extra problem is another because the increasing use of organic and versatile team-based organizational that will increase division mutuality and undermines ancient power relations in organizations (Pfeffer, 1997). Not to mention the continuing skilled specialization and manpower diversification within the presently dynamical market place, organizations face the challenges of growing conflicts between departments. Additional studies regarding division conflict management are required so as to boost effective collaboration between departments among organizations.
Researchers have utilized a large number of mechanisms to manage conflict effectively and fruitfully in business setting (Montoya-Weiss, Massey, & Song, 2001; Rahim, 1983, 1992; Ruble & Thomas, 1976; Simons, & Peterson, 2000; Stewart, & Barrick, 2000). A central conflict management mechanism is that the broad-minded discussion of conflicting views for mutual profit tagged constructive disputation and developed by Johnson, Johnson, and Tjosvold (2000). Constructive disputation, through displaying the worth of intellectual opposition, is incontestable as efficient thanks to promote productive conflict management at intervals groups and departments within the West (De Dreu & Gelfand, 2008; Johnson, Johnson, & Tjosvold, 2000; Tetlock, Armor, & Peterson, 1994).
The theory of goal interdependence (Deutsch, 1973, 1980, 1990) holds the idea that once folks emphasize their cooperative instead of competitive or freelance goals they specific their opposing views overtly and constructively (Tjosvold, 2008). Experimental studies indicate that robust, cooperative relationships square measure an important foundation for the open and constructive discussion of conflict (Tjosvold, 2008; Tjosvold, Leung & Johnson, 2006). Decision-makers emphasize creating a choice for mutual profit and cooperative goals square measure ready to incorporate opposing ideas and data into creating high-quality choices, whereas making an attempt to outdo and win the discussion result in closed-mindedness (Deutsch, 1973; Johnson & Johnson, 2005; Tjosvold, 1998, 2008). Accenting cooperative interdependence contributes well to creating disputation constructive. Examinations of goal interdependence in conflict management are conducted virtually solely at the individual level with very little thought of goal interdependence at the cluster level.
Interdepartmental goal incompatibility is incredibly current in organizations and might much scale back overall organizational effectiveness (Nauta et al., 2002). Very little analysis has known conditions below that the negative result of competitive or freelance goal interdependences on productive conflict outcomes between departments may be attenuated. Recently, researchers have used social identity theory to elucidate the link between staff and their organizations and worker behaviors.
It has been determined by several students that staff square measure ready to assume and act in ways in which square measure corroborative of organizational goals and interests if they establish with the organization (Pratt, 2000).Organizational identification could be a specific sort of social identification wherever the individual perceives the unity with and belongingness to a selected organization (Ashforth & Mael, 1989). Organizational identification reflects the psychological feature affiliation one has with their work organization and should facilitate staff fulfill their desires for vanity and belongingness (Ashforth & Mael, 1989; Carmeli, Gilat, & Waldman, 2007; Hogg & Mullin, 1999; Millward & Postmes, 2010; Pratt, 1998), and should additionally facilitate organizations get pleasure from increasing worker organization loyalty (Adler & Adler, 1988; Edwards, 2005; Keh & Xie, 2009; Marin, Ruiz, & Rubio, 2009) and motivating staff to act within the organization’s best interests (Pratt, 2000). Thus, organizational identification ought to be associate degree acceptable selection for a selected organizationally centered individual characteristic to moderate the operation of goal interdependence, which might facilitate to create the outcomes of interdepartmental conflict productive.