Вы находитесь на странице: 1из 11

CONFLICT

CONFLICT
Organizational conflict is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. It is a process in which an effort is purposefully made by one person or unit to block another that results in frustrating the attainment of others goals or the furthering of his or her interest. Conflict is frequently characterized by: opposition scarcity blockage

General causes of conflicts


Poorly defined goals Divergent personal values Lack of cooperation/trust Competition of scarce resources Unclear roles/lack of job description

FUNCTIONS OF CONFLICT
Releasing tension Creative thinking Challenge Stimulation for change Group cohesiveness Awareness Identification of weaknesses Better decision

DYSFUNCTIONS OF CONFLICT
High tension Low productivity Creation of distrust Goal conflict Loss of valuable people Weakening or organization

Conflict Process
Antecedent conditions (Latent Conflict) Perceived conflict Manifest behavior Conflict Resolution Or Suppression Resolution aftermath Felt Conflict

PROCESS OF CONFLICT
Latent conflict: Conflict begins with latent conflict. It provides the necessary antecedent conditions for conflict in organization. At this stage factors exist in the situation which could become potential conflict inducing forces. Perceived conflict: It results due to the misunderstanding of true position of people. It involves awareness by one or more of the parties of the existence of conditions that create opportunities for conflict to arise. Felt conflict: At this level people become emotionally involved in a conflict and thus they experience anxiety, tension, frustration or hostility. Manifest conflict: This is the actual conflict behaviour which takes various forms like open aggression, physical and verbal violence, sabotage, apathy, withdrawal and so on. Conflict aftermath: It could be either positive or negative for the organization, depending upon how conflict is resolved.

Conflict in organizations Conflict between members of the same group Intra organizational conflict Conflict between departments,

Conflict between two 7.5 different groups, say, management and workers. Intergroup Intergroup conflict conflict

Intragroup conflict

Intra personal conflict

Conflict Interpersonal within conflict the individual Conflict between two individuals

PREVENTING CONFLICT
Establishing super-ordinate goals Reducing interdependence Rotation of personnel Trust & communication Creation of liaison group Avoidance Appeal to higher authority

CONFLICT RESOLUTION STRATEGIES


CONFRONTATION: demanding apologies and redress AVOIDANCE: refusing to acknowledge that a problem exists. ACCOMMODATION: apologizing and conceding the issue to the other party COMPROMISE: bargaining until a decision or solution is reached. COLLABORATION: treats the need to repair or maintain the relationship as a problem both parties should be involved in

Вам также может понравиться