THE NATURE OF CONFLICT IN ORGANIZATIONS

Conflict is a common occurrence in organizations. While there are numerous definitions of

conflict, we will define it as a process resulting in the perceptions of two parties that they are
working in opposition to each other in ways that result in feelings of discomfort and/or
animosity. There are several elements of this definition that warrant additional comment. First,
note that conflict is a process, not a singular event. It evolves over time and draws upon previous
events. While it may emerge as a result of a specific event, more than likely it has been brewing
for some time. Further, the parties have to actually perceive it to exist in order for conflict to be
real. If an observer witnesses what appears to be an argument between two other individuals but
those people do not perceive their dialog to be conflictual, then conflict does not really exist.
Finally, discomfort or animosity must occur in order for the conflict to be real. For example, a
group of friends who play each other in a friendly game of softball may be competing for victory
but are not in conflict. We should also note that the parties involved in conflict may be
individuals, groups, and/or organizations. Hence, conflict may involve one person in opposition
to another, one group in opposition to another, or one organization in opposition to another.
Conflict may also exist across levels, for example when an individual is in conflict with a group.
Conflict may also result from the anticipation of future problems.