CONFLICT

Definition

One party perceives that other party has

negatively affected or is about to
negatively affect something that party
cares about.
Views of conflict
• Traditional view (1930 -1940)
Conflicts are harmful. It has to be avoided
in an organization. Because it hinders
organization performance.
• Behavior or Human relationistic view (1940
-1970)
Conflict is a natural process. It cant be
inevitable. This was found by the behavioral
scientists.
• Interactionist review:
Due to interaction in the
organization the conflicts may arise but it
will be positive and it can improve the
performance of the organization.
 Functionality of conflict

 Creativity
 Facilitate change in organization
 Healthy competition
 Enhance the decision making process
 Enhancing the group performance
So the overall organization performance can
be improved.
 Dysfunctional conflict

 Inferiority complex
 Strain in relationship
 Delaying in decision making
 It can be resolved
 Conflict process

1. Potential opposition
2. Cognition and personalization
3. Intentions
4. Behavior
5. outcome
 Types of conflicts

1. Conflict within the individuals.

- Intrapersonal conflicts
2. Conflict between the individuals.
- Interpersonal conflicts
3. Between individuals and groups.
- Intragroup conflict
4. Within the groups
- Intergroup conflict
5. Amongst the organization
 Sources of conflicts

Competition for limited resources

Diversity of goals
Values and perception
Communication
Role ambiguity and conflicts
Aggressive nature of people
Change process
Conflict Management Techniques

- Conflict resolution
- Conflict stimulation
 Conflict Resolution :
• Problem solving
• Sub-ordinate goals
• Expansion of resources
• Avoidance
• Compromise
• Authoritative command
• Altering the human variable
• Auditing the structural variable
 Conflict stimulation

Communication
Bringing outsiders
Restructure the organization
Appointing devils advocate