Meaning of Conflict
Disagreement
between individuals or groups within an organization, that may have an impact
on the overall functioning of the organization.
According to J. W.Thomas
“Conflict
is a process that begins when one party perceives that another party has
negatively affected, or about to negatively affect, something that the first
party cares about.”
Nature
of Conflict
•
Conflict
is different from competition.
•
Conflict
occurs when two or more parties pursue two or more mutually exclusive goals.
•
Conflict
arises out of two perceptions.
CHANGING
VIEW OF CONFLICT
Ø Traditional
view
- Conflict is
avoidable.
- Conflict
caused by management error in designing organization.
- The task of
management is to eliminate conflict.
- Optimal
organizational performance requires the removal conflict.
Ø Modern View
§ Conflict is inevitable.
Conflict arises from many causes including organizational
structure, unavoidable differences
in goals, differences in perception.
§ The task of management is to manage the level of conflict
and its resolution.
§ Optimal organizational performance requires a moderate
level of conflict.
Types of
Conflict
Based On Content-
1.
Task Conflict- This type of
conflict occur due to conflict over content and goals of work.
2.
Relationship Conflict-
It is based on interpersonal relationship of
employee.
3.
Process conflict- This type of conflict occur due to differences between
how work gets done, what is the procedure for doing work, which type of process
to be use.
On The Basis Of Impact-
1. Functional conflict- It has a positive impact in the organization.
2. Dysfunctional conflict- It has a negative impact in the organization.
On The Basis Of Level-
In 1957, Kenneth W. Thomas classify the conflict as-
1.
Individual level
2.
Group level
3.
Organizational level
Sources
Of Conflict
1. Intra –Personal Conflict
2. Inter- personal Conflict
3. Inter- Group Conflict
The reasons for inter group conflict are many, such as:
• Task Interdependence
• Task Ambiguity
• Goal incompatibility
• Competition for limited resources
• Competitive reward system
Process Of Conflict- It
is given by Pandy. According to him there are 5 stages of
conflict, which is given below-
1. Latent conflict- It is not apparent not aware. It may occur in
subconscious mind.
2. Perceived Conflict-
In this stage conflict exist because of
misunderstandings between parties or employees and also due to low
communication between them.
3. Felt Conflict- In this stage conflict is felt by a person. They feel
stress and anxiety.
4. Manifest conflict- In this stage conflict is open and observed by the other
people. In that stage people behave aggressively.
5. Conflict Aftermath- It define
outcome of conflict.
Conflict Management-
Conflict management is the practice of
being able to identify and handle conflicts sensibly, fairly, and efficiently.
There is two way by which conflict can be manage, they are:
1. Stimulation of functional conflict.
2. Resolution of dysfunctional conflict.
Conflict
Management Styles
• Accommodating –One party surrenders its need and wishes to accommodate
the other party.
• Avoiding –Avoid or postpone by ignoring or changing the subject.
• Collaborating- win win situation for both parties.
• Competing-Competition between parties.
• Compromising- In this method both parties compromise from there side,
in a simple word find a middle ground.
CONCLUSION
Individuals should understand their own
personal triggers to better deal with conflict situation in the work place. Group
members should think about other group member early on to identify privately
those individual and behaviors that may push their buttons.
