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Sample Business Plan Paper on Differences between Productive and Counterproductive

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Sample Business Plan Paper on Differences between Productive and Counterproductive

Productive conflict is one of the strategies used by managers and organizational employees to work past the differences that might occur in the production system, and as a breakthrough when organizations are dealing with innovation and efficiency. It is practical that every organization would thrive best when employees have a place where they can thrash and compare ideas, and through productive conflicts, employees have shown the interest to participate overwhelmingly in organization operations (Development, 2004, p. 54). For example, labor management conflict inform of strikes and go-slows and goodwill of a company’s customers are forms of constructive conflicts. The problems caused by labor strikes would help in improving organization management systems and compensation processes, which lead to growth and expansion of the entire production unit.

On the contrary, counterproductive conflict is a behavior exhibited by employees that in most cases goes against the interest and objectives of the organization. Such behaviors can only harm or create distress within the organization. One example of counterproductive conflict is employees’ tendency to anger when rudely confronted by his or her supervisor. The stress created in this case can lead to low performance and poor productivity among employees.

Strikes and go-slows can only go wrong if employees put their interest above the organization’s production goals. Where the payment demands from employees exceeds their production levels, there are possibilities of poor performance, low output and reduced profit levels (Pynchon&Kraynak, 2012, p. 12). Counterproductive conflicts in most cases have negative impact in the production history of organization. Stress reduces individual’s performance level and willingness to commit to various areas of production.

One of the ways used to protect counterproductive conflict is by identifying common grounds of argument. While exchanging differing ideas and opinions, the parties involved must have common grounds of argument, well developed resolutions, coming up with hypothetical discussion plans and generating proper decisions before getting to action (Barnes, 2002, p. 23). A manager or an employee must be in a position to apply reflective listening in order to understand other people’s opinions. 













Barnes, C. A. (2002). Standards reform in high-poverty schools: Managing conflict and building capacity. New York, NY [u.a.: Teachers College Press.

Development, O. E. C. (2004). Managing Conflict of Interest in the Public Service: OECD Guidelines and Country Experiences. Paris: Organisation for Economic Co-operation and Development. Press

Pynchon, V., &Kraynak, J. (2012). Success as a mediator for dummies. Press.




























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