INTRODUCTION ‡ Conflict is a process in which an effort is purposefully made by one person or unit to block another that results in frustrating the attainment of other s goals or furthering of his or her interests. difference of opinions or of interests. ‡ Conflict can be defined as a disagreement between two or more individuals or groups with each group trying to gain acceptance of its views. . ‡ Conflict is appearance of difference.

‡ Conflict between individuals implies they have conflicting perceptions. ‡ If skillfully handled can solve problems & interpersonal relations. values & goal. ‡ May occur in social & personal life. ‡ Nature & intensity of conflict varies from individual to individual & from group to group .FEATURES OF CONFLICT ‡ It occurs when individuals are not able to choose among the available alternative courses of actions. ‡ Parties to conflict must perceive conflict. ‡ Dynamic process ‡ Made up of series of inter locking conflict episodes. ‡ Conflict is not bad.

DIFFERENT VIWS ON ORGANIZATIONAL CONFLICT ‡ Traditional Approach ‡ Human Relations Approach ‡ Modern View Point .

.TRADITIONAL APPROACH ‡ All conflicts are bad. destruction etc. ‡ Therefore has a negative impact on organization s effectiveness. ‡ Treats conflicts simultaneously with terms violence. responsibility. rules leaves no chance of conflicts. procedures. ‡ A detailed elaboration & specification of authority. accountability.

‡ Conflict may benefit a group s performance.HUMAN RELATIONS VIEW ‡ Conflict is natural occurrence in all groups & organization. ‡ It cannot be eliminated. .

. has no internal force to initiate changes. ‡ An organization.MODERN VIEW POINT ‡ Conflict is functional when it initiates the search for new & better ways of doing things. ‡ Conflict should be welcomed & dealt with. which is completely conflict free.

FUNCTIONAL ASPECTS OF CONFLICT ‡ ‡ ‡ ‡ Stimulant for change Creativity & innovation Group cohesion Avoidance of tension .

‡ Stress & tension ‡ Diversion of energy .DYSFUNCTIONAL ASPECTS OF CONFLICT ‡ Disequillibrium in organization.

INDIVIDUAL LEVEL CONFLICT ‡ Goal Conflict ‡ Role Conflict .

Avoidance conflict ‡ Avoidance. ‡ Approach-Approach conflict ‡ Approach.GOAL CONFLICT ‡ When an individual faces the problem of choosing among two or more goals which are mutually competing in same way.Avoidance conflict .

ROLE CONFLICT ‡ Occurs when expectations of role are materially different or opposite from behaviour anticipated by the person in that role. . Reasons: ‡ Role Ambiguity ‡ Organizational positions ‡ Personal characteristics.

Vertical conflict arises due to superior attempts to control the behaviour of his subordinates & subordinates resist such control. ‡ Vertical Conflict arises between superior & subordinates. . ‡ Horizontal conflict is among the persons at same hierarchal level in same function or different function. ‡ Two forms: Vertical & Horizontal Conflict. functional conflict between occupational specialist.INTERPERSONAL CONFLICT ‡ Conflict between various levels of management.

CAUSES OF INTERPERSONAL CONFLICT ‡ Nature of person a) Ego states b) Value systems ‡ Socio Cultural factors a) Situational variables b) Interest conflict c) Role Ambiguity .

Reasons for intergroup conflict: ‡ Incompatible goals ‡ Resource Sharing ‡ Task interdependence ‡ Absorption of uncertainty ‡ Attitudinal sets ‡ Joint decision making process . ‡ Arises due to interaction of various groups.INTERGROUP CONFLICT ‡ Conflict within group or among groups.

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