Organizational Conflict

Organizational Conflict

Introduction

Individuals have inevitable approach for conflict. It is the difference of beliefs, attitudes and values among people. Organizational conflict is disagreement among individuals or groups; who perceive scarce resources and accomplishment of incompatible goals as interference from others (Hocker & Wilmot, 1995). Organizational conflict is more than just an overt behavior. It is a three-dimensional concept that includes situation in which parties (individuals, group or organization) interact to possess incompatible goals, nature of their goals and structure of overall organization. It is a common misunderstanding that conflicts are always contagious for the organizational effectiveness. However, if managed effectively, conflicts can be transformed to explore various problem solving skills in the harmony of organization. For growth and survival, organizations need to create a line of demarcation between functional and dysfunctional conflicts. Negotiation process, decision making styles and values system are key components for conflict management. Innovation and change in any organization depends on how it restructures the personal behavior, alter communication channels and redefine the structure of organization. The old principle that says, “If there is a conflict, it should be resolved.” has shifted into a new paradigm where managing conflict in daily job routines is key to success.

Kinds of Conflicts

Conflicts are classified according to its nature and source. Tasks, values, goals and behavior of individuals as well as organizations shape different types of conflicts. Conflicts of value, conflict of interest, substantive conflict, goal conflict, realistic versus nonrealistic conflict, institutionalized versus non institutionalized conflicts and various other types of conflicts are classified. Task-related, social-emotional, interpersonal conflicts are characterized in the perspective of studying organization. The sources and managing styles of such conflicts are discussed in detail.

Conflict Management Styles

Our personality traits help us to identify various style to resolve conflicts. Various type of conflict management styles vary with the personality traits and decision making strategies. It will help individuals to deal with others. It is very important to evaluate pros and cons of different styles. Organizations also integrate various styles on the basis of nature and source of conflicts. Based on Thomas-Kilmann model of conflict management styles, organizations choose to adopt these styles in response to the nature and source of the conflict (Thomas, 2006).

Avoiding and Accommodating

Avoiding and Accommodating behavior towards a conflict situation is an unassertive approach. In avoiding conflict style, individuals show uncooperative approach and have little concern towards goal and relationship with the person involved. They do not address the conflict and keep avoiding it. Whereas, accommodating style of management is a cooperative approach that places low emphasis on goals and more emphasis on relationship. Individuals show concern for others, as it facilitates managerial development of subordinates so they can experiment and learn from mistakes.

Competing and Compromising

Competing is an assertive and uncooperative approach. Individuals use this style to achieve goals aggressively on power-focused mode. They insure themselves from forces that take advantage of noncompetitive behavior. When individuals find a midway to get temporary agreement on complex issues they are adapting compromising style (assertive and cooperative) of conflict ...