CONFLICT MANAGEMENT

CONFLICT MANAGEMENT

  16:32    Rahul R

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•          Conflicts refers to perceived incompatible differences resulting in some form of interference or opposition

•          Traditional view of conflict : conflicts must be avoided-that it indicates a problem within the org

•          Human relations view of conflict: conflict is natural and inevitable outcome in any group  and has potential to be a positive force

•          Interactionist view of conflict: some conflict is absolutely necessary for a group to perform

Types of conflicts

•          Functional conflicts: conflicts that support a group’s performance

•          Dysfunctional goals: conflicts that prevent a group from achieving its goals

•          Task conflicts: conflicts over content and goals of the work

•          Relationship conflict: conflicts based on interpersonal relationships

•          Process conflict: conflicts over how work gets done

Latent Conflict

•          Important sources of organizational conflicts such as competition for scarce resources, divergence of subunit goals, competition for positions in the organization, imply that role conflicts are present, but the conflict has not yet emerged

•          Here participants only anticipate conflicts

Perceived Conflict

•          Here the basic sources of conflicts like divergent goals, competition for scarce resources do not exist

•          Conflicts result due to the parties’ misunderstandings of each other’s true position

•          Such a conflict can be resolved by improving communication between the parties

Felt Conflict

•          Even though people perceive that there is a basis for conflict, conflict will not arise unless the differences become personalized or internalized (felt)

Manifest Conflict

•          This is the stage for open confrontation

•          It takes the form of conflictive behavior, including open aggression, sabotage, apathy, withdrawal, etc, all of which reduce organization’s effectiveness

Conflict Aftermath

•          The aftermath of a conflict may be either positive or negative for the organization depending on how the conflict is resolved

•          If the conflict is genuinely resolved, it can lead to a more enduring and cooperative relationship between organizational participants

•          If the conflict is merely suppressed but not resolved, the latent conditions of conflict may be aggravated

•          The legacy of conflict is called conflict aftermath