SCHOOL OF

COMMERCE DAVV
(INDORE MP)
INTERNAL:-3
SUBJECT:-MANAGEMENT CONCEPT AND
ORGANISATION BEHAVIOUR
TOPIC :- CONFLICT MANAGEMENT
IN ORGANISATION
 PRESENTED BY  GUIDED BY
 LAVINA BAVASKAR  (MRS)BRAHAMJOT BAGGA MAM
 VIDHYA PARASHAR
 PRABHANKAR JAISWAL
 (MBA) FT 2YEARS 1ST SEM
CONTENT
1. CONCEPT
2.NATURE OF CONFLICT
3.CAUSES OF CONFLICT
4.TYPES OF CONFLICT
5.FUNCTIONALITY AND
DYSFUNCTIONALITY OF CONFLICT
6.EFFECTS OF CONFLICT
7.CONCLUSION OF CONFLICT
 .Conflict can be defined in many ways and can be
considered as an expression of hostility, negative attitudes,
antagonism, aggression, rivalry and misunderstanding.
CONCEPT .Conflict may emerge between different organisation or
within organisations, or between organisations and their
social and political enviroments.
DEFINATIONS
OF CONFLICT
*According to Joe Kelly :- “ conflict is defind
as opposition or disputes between Persons ,
groups and ideas”

*According to Follett, “conflict is the

appearance of difference of opinions, of interests”

*“A conflict is serious disagreement or

arguments between two or more persons”
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Nature of conflict
1.Conflict occurs when individuals are not able to
choose among the available alternative courses action.

2. conflict between two individuals implies that they have

conflicting perception , values and goals.

3. conflict is a dynamic process as it indicates a series

of events .

4.conflict must be perceived by the parties to it . If no

one aware of a conflict , the it is generally agree that no
conflict exist.
Causes Of Conflict
 Causes Of Conflict

Communication
aspect SStructural
Communication Behavioural Aspect
Aspect Aspect
Types and
classification of
conflict
 TYPES AND CLASSIFICATION OF CONFLICT

Task Conflict Relationship Conflict Value Conflict

Task Conflict:-
The first of the three types of conflict in the workplace, task conflict, often involves concrete issues related to employees’ work
assignments and can include disputes about how to divide up resources, differences of opinion on procedures and policies,
managing expectations at work, and judgments and interpretation of facts

Relationship Conflict:-
The second of our three types of conflict, relationship conflict, arises from differences in personality, style, matters of taste, and
even conflict styles. In organizations, people who would not ordinarily meet in real life are often thrown together and must try
to get along. It’s no surprise, then, that relationship conflict can be common in organizations.
Value Conflict:-
The last of our three types of conflict, value conflict, can arise from fundamental differences in
identities and values, which can include differences in politics, religion, ethics, norms, and
other deeply held beliefs. Although discussion of politics and religion is often taboo in
organizations, disputes about values can arise in the context of work decisions and policies,
such as whether to implement an affirmative action program or whether to take on a client with
ties to a corrupt government
Functionality v/s
dysfunctionality of
conflict
 Functional And Dysfunctional
Conflict

Functional conflict
conflict that supports the goals of the group and improves its performance

Dysfunctional conflict
Conflict that hinders group performance
Functional v/s dysfunctional is determined by
whether the organisations interest are served.

 Functional conflict serves  Dysfunctional conflict

organisation‘s interests.
 Is commonly referred to as
constructive or cooperative
conflict.
threatens organisation’s
interests
 Wastes the organisation’s
resources and is
counterproductive.
EFFECTS OF CONFLICT
 Positive & Negative Consequences of Conflict
in Organizations
 Positive: Creates Change:-
Conflict accelerates change in an organization, especially in small
businesses, where it is easy to formulate and implement new policies.
Positive: Goal Congruence:-
Employees, departments and groups are interdependent within the
organization. Competition for scarce resources is a major source of
conflict due to different interests.
Positive: Innovation:-
Conflict that results in healthy competition cultivates innovation and
inventiveness among employees. In times of conflict, there is a high
sense of necessity that results into the emergence of divergent
viewpoints among employees.
 Negative: Sub-Optimization
In instances where conflicting parties engage in
extreme disagreement, sub-optimization may
result. When conflicting parties push the pursuit of
their own interest excessively, the organizations
goals end up compromised.
Negative: Waste of Time and Resources
The business may lose precious time and
resources at times of conflict. Instead of
concentrating on meeting their objectives,
employees waste time on divisive issues.
 Conclusion
 Conflict is a regrettable , but inevitable , part of organizational life.
 Power can resolve conflict as situations , as well as arise conflicts if used
inappropriate .
 Healthy conflict is a part of everyday life . Unhealthy conflict leads to issues
being disregarded and unresolved and the conflict taking on a life of its own ,
becoming the centre of all thoughts and actions .
 It can damage people , destroy reputations , limits relationship fragments
organisations.
THANKYOU 