1.At Tencent Inc., there occur various types of conflict. For example, during a project, quite often there is the occurrence of inter-group conflict. Among individuals within a selective group, the misunderstandings and inconsistencies from their perspectives result to conflict within the team. It is variance in individual personalities that builds up the tensions. Process conflicts is another type of conflict that arises from individual differences on who exactly should accomplish a particular task, personal or group delegation(Monk et al., 53). When a team disagrees on who should handle a specific job, as a form of process conflict, it directs towards inferior morale among employees and low productivity.

2. Differences in personalities is a major cause of organizational conflict. In many of the circumstances, organizational conflicts at times trace back to individual characters. From this, we can tell on the presence of design and structure factors contributing to these conflicts. As a result of fear, low self-esteem, and personalities, as a form of sensitivity, makes other staff view themselves as objects of criticisms(Monk et al., 39). Variances in values and perceptions also lead to conflict in the workplace. Individual differences in how people perceive the world are times traceable to alterations in our upbringing, education, cultural differences, and socio-economic aspects. Competition, supremacy, and misunderstandings are also significant causes.

3. The use of power and politics by the management is to help improve the overall performance of an organization through resolving matters that need urgent attention. By legitimacy, for example, the vice president of Tencent holdings is at a position of ordering a worker to pass a message to another, regardless of their status(Merchant et al., 112). By telling one to pass over a word, an obligation to the order is of great importance as legitimately, between the two, it is the sender who entails more power unlike the other. Political tactics like rational persuasion are significant in resolving conflicts. It often involves senior workers who apply a sense of evidence and logic in resolving disputes within an organization’s structure.

4. Power and politics are useful tools in accomplishing of tasks like conflict resolutions. Its effectiveness is evident from how the employees respond to the pressure you exert on them. Through this, it makes it easier for parties in skirmishes to react quickly and settle their indifferences individually(Monk et al., 56). It means, through exerting of power politics, the employees get to learn the importance of working as a team, lest one is willing to face the consequence. It also promotes more of equality due to modification of good deeds by the manager.

5. In close to every activity, Tencent company encourages its workforce to indulge in collaboration and teamwork to improve efficiency. Fostering of partnerships between groups increases the brainstorming of ideas. It is a collaboration that allows the joining of forces by the team members on an interactive platform (Merchant et al., 122). It thus enhances the sharing of prospects through provisions of distinct options on the table. Collaboration also improves value since operating together to achieve a common outcome instills a better sense of purpose. As a team, they value collaborating for the overall common good.

6. It is every leader’s responsibility to establish specific changes to help better manage conflict. It includes articulation of policies and regulations that goes against any form of discriminative conflict at the workplace. Promotion of diversification within the organization structure is also paramount as it influences the sharing of cultures and ideals thus reduction of variance in beliefs and perceptions (Monk et al., 42). Familiarizing with your employees also helps to consider their strengths and weaknesses more so when there comes an urgency to resolve a conflict.

Bibliography

Merchant, Kenneth, and der S. W. Van. Management Control Systems: Performance Measurement, Evaluation, and Incentives. Pearson Education UK, 2016. Internet resource. 1(2016) pgs. 110-135.

Monk, Gerald, Lucy Vail, and John Winslade. Mediating Conflict in Intimate Relationships. Alexandria, VA: Microtraining Associates, 2013. Internet resource.Pgs. 34-67.

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