CONFLICTS IN ORGANIZATIONS
I. Conflict Defined
Process that begins when one party perceives that another party has negatively affected, or is about to
negatively affect, something that the first party cares about.
II. Views on conflict
1. Traditional View: All conflict is harmful and must be avoided.
2. Interactionist View:A minimal level of conflict can be good.
3. Resolution-focused View: Finding constructive methods to resolve conflict productively.
Interactionist view
• Functional: improves group performance
• Dysfunctional: hinders group performance
• … what it is depends on the focus of the conflict:
- Task - work content and goals
- Relationship – interpersonal
- Process – how the work is done
Resolution-Focused view
• All conflict is stressful and might show unexpected outcomes
• Whether or not a conflict is harmful, depends on how we deal with the conflicto.
III. The Conflict Process
Stage I: Potential Opposition
• Communication
- Barriers Exist
- Too Much or Too Little
• Structure
- Group Size, Age, Diversity
- Organizational Rewards, Goals, Group Dependency
• Personal Variables
- Personality Types
- Emotionality
Stage II: Cognition and Personalization
• Potential for conflict is actualized
• Parties “make sense” of conflict by defining it and its potential solutions
