Conflict in organisation

Conflict in organisation means disagreement between individuals or groups within an

organization, that may have an impact on the overall functioning of the organization. Nature of
Conflict is that conflict arises out of mutually exclusive goals and is different from competition.

Organizational conflict can be classified into two distinct categories which are internal and
external. Internal conflict is personal to the person involved. This type of conflict takes place within
the person. It can surface when a person’s values or morals are tested or otherwise compromised.
Internal conflict can greatly impact the person’s performance level. External conflict is observed in
outside forces that cause struggle for the person, such as an unhappy customer or an unruly supplier
and be caused when the management style of the business owner does not set well with the
employees of the organization.

In a different view, organizational conflict represents an opportunity for productive change.

The use of effective communication lies at the heart of this view. The simple act of acknowledging
and seeking solutions to organizational conflicts can defuse them and draw employees into a
stronger relationship with the business. It can also encourage an adaptable organization that copes
efficiently with the rapid changes faced by modern businesses.

Conflicts cause stress, which reduces worker satisfaction. This diminished satisfaction can
lead to increases in absenteeism and turnover. Conflict can also diminish trust in supervisors and
fellow employees, which can slow or stop progress on projects.

There are many causes of conflict in organisation occurs such as breakdown in

communication, misunderstanding the Information and lack of accountability. To deal with this kind
of situation, it is best to have the person admit her misunderstanding and work with the affected
parties to remedy the situation.

Ways to handle conflicts are by getting to the cause. Focus on deep-rooted causes rather
than superficial effects when assessing conflicts. Attempting to resolve the conflict by addressing
surface issues will rarely create meaningful change or lasting solutions. Look deeper to address the
reasons that incident occur. Give all parties of a conflict an equal voice, regardless of their position,
length of service or political influence. Conflict participants can become defensive if they feel they
are being marginalized or are going through a process leading to a predetermined outcome.