Organizational

Organizational Conflict
Conflict
Question: What is conflict?
Answer: A process that begins when one party
perceives that another party has negatively
affected, or is about to negatively affect,
something that the first party cares about.

Transitions
Transitions in
in Conflict
Conflict Thought
Thought
The traditional view
All conflict is harmful and must be avoided
The human relations view
Conflict is natural and inevitable in any group
so accept it
The interactionist view
It is a positive force and absolutely necessary
for a group to perform effectively

Functional
Functional vs.
vs. Dysfunctional
Dysfunctional Conflict
Conflict
Functional = supports the goals of the group and
improves its performance
Dysfunctional = hinders group performance
Task conflict = occur over content and goals of
the group
Relationship conflict = interpersonal
relationships
Process conflict = how work gets done

The
The Conflict
Conflict Process
Process

Dimensions
Dimensions of
of Conflict-Handling
Conflict-Handling Intentions
Intentions

Summary
Summary and
and Implications
Implications for
for Managers
Managers

Conflict can be either constructive or destructive to the

functioning of a group.
An optimal level of conflict: prevents stagnation,
stimulates creativity, releases tension and initiates the
seeds for change
Inadequate or excessive levels of conflict can hinder
group effectiveness.
Dont assume there's one conflict-handling intention that
is always best.
Use competition when quick, decisive action is vital
Use collaboration to find an integrative solution
Use avoidance when an issue is trivial
Use accommodation when you find youre wrong
Use compromise when goals are important

Conflict
Conflict and
and Unit
Unit Performance
Performance