Professional Documents
Culture Documents
Introduction to Conflict
*SOURCE- http://managementhelp.org/intrpsnl/basics.htm
Conflict is when two or more values, perspectives and opinions are contradictory
in nature and haven't been aligned or agreed about yet, including:
1. You are not living according to your values;
2. When your values and perspectives are threatened; or
3. Discomfort from fear of the unknown or from lack of fulfillment.
Conflict is inevitable and often good, for example, good teams always go through
a "form, storm, norm and perform" period. Getting the most out of diversity
means often-contradictory values, perspectives and opinions.
Conflict is often needed. It:
1. helps to raise and address problems.
2. Energizes work to be on the most appropriate issues.
3. Helps people "be real", for example, it motivates them to participate.
4. Helps people learn how to recognize and benefit from their differences.
The conflict isn't the problem - it is when conflict is poorly managed that
is the problem.
5. Develop procedures for routine tasks and include the employees' input.
a. Have employees write procedures when possible and appropriate.
b. Get employees' review of the procedures.
c. Distribute the procedures.
d. Train employees about the procedures.
o Types of Conflict
Social Conflict
interpersonal conflict- two individuals me against you; intergroup
struggles -us against them; individual opposing a group- me against them,
them against me; intra-group conflict- members of group all against each
other on a task.
§ employee empowerment.
Approach-Avoidance
Approach-Approach Conflict
Two desirable things are wanted, but only one option can be chosen
(example: desirable date or ski trip)"I want this but I also want
that."
Attractive and unattractive parts to both sides "I want this but I
don't want what this entails".
Introduction
In an era of intense competitive pressures, dwindling resources and discerning
customers, service organizations including hotels, the setting of this study,
realize that attaining customer satisfaction through delivery of quality services
is a key to their survival and success.
Conceptual framework and hypotheses
We contend that inter role conflicts emanating from the demands of the two
universal domains of adult life, work and family, lead to emotional exhaustion.
In addition, we contend that there may be gender-based differences in the
relationships depicted in our model.
Job performance
Work and family are the two important domains of adult life. Problems
associated with one domain (e.g. work) spillover to the other domain (e.g.
family) and detract from the limited resources (e.g. time, energy) people
have in fulfilling their multiple roles. Anecdotal evidence by the Family
and Work Institute as well indicates that employees who cannot balance
their work demands with home and family responsibilities experience
negative spillovers resulting in decreased job performance.
Gender-based differences
Work-family conflict and family-work conflict – emotional exhaustion
relationships
Owing to their role as primary caretaker of their households and the
nearly universal demands of motherhood, women value more and assign a
higher priority to their family roles than their work roles. On the other
hand, men attach higher priorities to their job-related responsibilities In
an era of excessive job demands, irregular and incompatible schedules,
and long work hours, because of the higher priority they place on family
roles, women employees experience greater family-work conflict. Also
experiencing greater difficulty in coping with conflicts emanating from
work and non-work domains, women are more likely to suffer from
emotional exhaustion. There is some empirical evidence to support this
premise. For instance, found that the relationship between family-work
conflict and emotional exhaustion was stronger among female employees
compared with male employees.
Reduced productivity.
Harm morale.
Diminish organization stated goal of hiring and
retaining the best qualified and most competent
employees.
Inability to focus upon one’s job duties and
responsibilities.
Increase absenteeism as well as employee turnover.
(5) Causes of conflicts
Social interaction.
Work place interdependence.
Personality characteristics.
Differences in culture, race, values, gender, personal
preferences and social status.
Mediation
Or term of settlement
Cannot impose outcome on parties
(c) Parties in control of process
There may be no outcome.
Voluntary
Binding
Finality of award.