Organizational Conflict

The struggle that arises when the goal-directed behavior of one person or group blocks the goal-directed behavior of another person or group.

Transitions in Conflict Thought

Causes:

• Poor communication

• Lack of openness

• Failure to respond to employee needs

Causes:

• Poor communication

• Lack of openness

• Failure to respond to employee needs

Transitions in Conflict Thought (cont’d)

Insert Figure 18.4 here

Functional versus Dysfunctional Conflict

Functional Conflicts

Release of tensionAnalytical thinkingGroup cohesivenessCompetitionChallengeStimulation for changeIdentification of weaknessesAwarenessHigh quality decisions

Dysfunctional Conflicts

High employee turnover

Tensions

Dissatisfaction

Climate of distrust

Personal vs. organisational goals

Conflict as a cost

Types of Conflict

The Conflict Process

Stage I: Potential Opposition or Incompatibility

• Communication– Semantic difficulties, misunderstandings, and “noise”

• Structure– Size and specialization of jobs– Jurisdictional clarity/ambiguity– Member/goal incompatibility– Leadership styles (close or participative)– Reward systems (win-lose)– Dependence/interdependence of groups

• Personal Variables– Differing individual value systems– Personality types

Stage II: Cognition and Personalization

Stage III: Intentions

Cooperativeness:

• Attempting to satisfy the other party’s concerns.

Assertiveness:

• Attempting to satisfy one’s own concerns.

Cooperativeness:

• Attempting to satisfy the other party’s concerns.

Assertiveness:

• Attempting to satisfy one’s own concerns.

Stage III: Intentions (cont’d)

Stage III: Intentions (cont’d)

Dimensions of Conflict-Handling Intentions

Stage IV: Behavior

Stage IV: Conflict Resolution Techniques

• Problem solving

• Superordinate goals

• Expansion of resources

• Avoidance

• Smoothing

• Compromise

• Authoritative command

• Altering the human variable

• Altering the structural variables

• Problem solving

• Superordinate goals

• Expansion of resources

• Avoidance

• Smoothing

• Compromise

• Authoritative command

• Altering the human variable

• Altering the structural variables

Stage IV: Conflict Stimulation Techniques

• Communication

• Bringing in outsiders

• Restructuring the organization

• Appointing a devil’s advocate

• Communication

• Bringing in outsiders

• Restructuring the organization

• Appointing a devil’s advocate

Conflict-Intensity Continuum

Stage V: Outcomes

• Functional Outcomes from Conflict– Increased group performance– Improved quality of decisions– Stimulation of creativity and innovation– Encouragement of interest and curiosity– Provision of a medium for problem-solving– Creation of an environment for self-evaluation and

change

• Creating Functional Conflict– Reward dissent and punish conflict avoiders

Stage V: Outcomes (cont’d)

• Dysfunctional Outcomes from Conflict– Development of discontent– Reduced group effectiveness– Retarded communication– Reduced group cohesiveness

– Infighting among group members overcomes group goals

Levels of Conflict

• Interpersonal conflict

• Group-level conflict

• Organization-level conflict– Vertical conflict– Horizontal conflict– Diagonal conflict

Individual level of conflictIt is caused by unacceptability incompatability and uncertainty1. Frustration: when an individual is unable to do what he wants to doDefence mechanisms adopted are aggression, withdrawal, fixation and

compromise 2. Goal conflict: occurs when two or more motives block each other. Three type

of goal conflicts are a. Approach approach conflict- occurs when an individual approaches two or

more equally attractive but mutually exclusive goalsb. Approach avoidance conflict- is a situation in which a single goal has both

positive and negative characteristicsc. Avoidance avoidance conflict- arises when an individual has to choose

between two alternatives each with negative aspects 3. Role conflict: it arises when the role expectations are understood, but due to

some reason, they cannot be complied with

Interpersonal conflict

Involves conflict between two or more individuals

Four sources of interpersonal conflict are

Personal differences

Information deficiency

Role incompatibility

Environmental stress

Group level conflict

I. Intra group conflict arises in three waysa. When group faces a new problemb. When new values are incorporated from

social environmentc. When a person’s extra group role comes

into conflict with his intra group roleII. Inter group conflict arises because of a. Absence of joint decision makingb. Difference in goalsc. Differences in perception

Organisational Level Conflict

Can be between buyer and seller organisations, union and organisations and is divided into two categories

1. Institutional conflicts: arise due to division of work. When two departments have mutually incompatible goals, conflicts arise between employees in these departments and is further divided into five categories

a. Individual vs. Individual conflictb. Individual vs. orgn conflictc. Hierarchical conflictd. Functional conflicte. Line vs. staff conflict

Contd.

2. Emergent Conflicts: arise due to social and personal reasons in an organisational environment.

They are classified into four categoriesa. Individual vs. informal group conflictb. Formal-informal conflictc. Status conflictd. Political conflict