Conflicts in Organizations
Prof. Dr. Elfi Baillien
Faculty Economics and Business
KU Leuven
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Understanding Conflicts in Organizations: Definition, Views, and Process - Prof. Escartin, Apuntes de Psicología Industrial y Organizacional
An overview of conflicts in organizations, including the definition of conflict, different views on its impact, and the stages of the conflict process. It covers the potential sources of conflict, the distinction between functional and dysfunctional conflicts, and the role of emotions and intentions in shaping conflict outcomes.
Tipo: Apuntes
2013/2014
1 / 20
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Conflicts in Organizations
Prof. Dr. Elfi Baillien
Faculty Economics and Business
KU Leuven
[email protected]
What’s in for it today? •^
Conflict defined
-^
Good or bad?
-^
The conflict process
First… one for you. • Is
this
a conflict?
• What about
this
Another one for you. • Are conflicts good… or just really bad?
II. Views on conflict 1. Traditional View
All conflict is harmful and must beavoided
2. Interactionist View
A minimal level of conflict can be good
3. Resolution-focused View
Finding constructive methods to resolveconflict productively
Source ofConflict
Level of Conflict
Low
Moderate
High
Task
Functional
Dysfunctional
Relationship
Dysfunctional
Process
Functional
Dysfunctional
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
conflict
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 andPersonalization • Potential for conflict is actualized• Parties “make sense” of conflict by
defining it and its potential solutions
• Emotions play a major role in shaping
perceptions^ •
Perceived Conflict
- awareness needed for
actualization
-^
Felt Conflict
- emotional involvement - parties
experience anxiety, tension, frustration, or hostility
Stage IV: Behavior • Where conflict becomes visible• Usually overt attempts to implement each
party’s intentions
• May become an inadvertent stimulus due
to miscalculations or unskilledenactments^ •
Functional Conflicts
: confined to lower range of
continuum – subtle, indirect, and highly controlled
-^
Dysfunctional Conflicts
: upper range – highly
destructive activities such as strikes and riots