II.

Levels and Sources of

conflict.
A. Intrapersonal Conflict--within an individual; often
goal or cognitive.
 When behavior will result in mutually exclusive outcomes
or have both positive and negative outcomes.
 Basic types of intrapersonal goal conflict.
 Approach-approach conflict.
 Choice between alternatives with positive outcomes
( e.g. between two jobs that are equally attractive)
 Avoidance-avoidance conflict.
 Choice between alternatives with negative
outcomes. (eg. Threatened demotion or increased out-
of-town travelling)
 Approach-avoidance conflict.
 Choose whether to do something that has both positive
and negative outcomes ( e.g. a good job in a bad
location)
II. Levels and Sources of
conflict.
B. Interpersonal conflict--individuals perceive
themselves as in opposition.
 Interpersonal conflict-handling styles.
 Forcing--assertive; uncooperative.
 Avoiding--unassertive; uncooperative.
 Collaborative--assertive; cooperative.
 Accommodating--unassertive; cooperative.
 Compromise--intermediately cooperative and
assertive.
 Give and take; negotiations; concessions.
II. Levels and Sources of
conflict.
B. Interpersonal conflict--individuals perceive
themselves as in opposition.
 Findings on interpersonal conflict-handling styles.
 Collaboration most often claimed.
 By more successful managers and higher
performing organizations.
 Perceived as constructive.
 Elicits positive feelings from self and others.
 Forcing and avoidance seen as having negative
consequences.
 Not constructive; negative feelings from
others; bad self-evaluation.
 Accommodation and compromise seen as having
mixed results.
II. Levels and Sources of
conflict.
C. Intra group conflict--clashes among some or all
group members.
 Often affects group's outputs and processes.
 Processes within group also influence causes or
resolution of intra group conflict.
 Intragroup cooperation positively affects group processes.
 With or without intergroup competition.
D. Intergroup conflict--clashes between groups.
 Has a benefit as well as costs.
 Losing groups may reorganize and become more
cohesive.
 Look for reasons why won or lost (problem- solving).
 Unless just try to shift blame.
 Losing groups may suffer intragroup dissension
II. Levels and Sources of
conflict.

E. Intra organizational conflict--clashes

regarding way jobs designed, organization is
structured, formal authority allocated.
 Vertical conflict--between levels within an organization.
 Superiors try to control subordinates too tightly.
 Inadequate communication.
 Goal conflict.
 Cognitive conflict.
 Horizontal conflict--clashes among
employees/departments at the same level.
 Pressure for sub optimization.
 Contrasting attitudes of employees in different
departments.
II. Levels and Sources of
conflict.

 Line-staff conflict--clashes between

support and operating personnel.
 Line and staff managers different
personal characteristics, values,
attitudes.
 Tends to create conflict.
 Line managers often feel staff
managers infringe on their authority.
 Staff specify methods and line still
responsible for results.