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An explanation covering the key features of and differences between conflict and misbehaviour, and between informal and formal conflict. (AC 2.1) Short references should be added into your narrative below. Please remember to only list your long references in the Reference box provided at the end of this section.

Conflict

In traditional times of businesses, conflict used to be understood as a destructive component of workplace disputes, while in the modern business world it is considered both, the constructive and destructive. A workplace conflict refers to the situation where employees are not happy with management due to any reason. This conflict can be used as in an optimistic way by embracing it and valuing employees’ concern. In this way, the organizations tend to improve their working criteria for a better working environment. Key features of conflict are that it is inevitable and unidimensional. With effective management, conflict can be developed into a healthy employee-employer relationship (Chand, 2022).

Misbehaviour

On the other hand, misbehaviour is a negative term which is used to define unpleasant and destructive conduct of employees. It is considered as an intentional act which may lead the employees to breach organizational rules and disobeying the policies. Employee workplace misbehaviour is controllable factor which can be manage through implementation of effective measures of employee voice. General forms of misbehaviour are sexual harassment, lack of respect for other employees, bullying, substance abuse, and cyberslacking etc. A misbehaved employee can be doing his activities for the following reasons: to get personal benefit, to damage organization’s property, to mislead customer, or to distract his peers (Joseph et al., 2019).

There are two types of conflict i.e., formal and informal. The differentiation is based on the nature of conflict, its consequences, and the method of dealing.

Formal Conflict

Formal conflict is managed by a proper procedure in which the concerned employee gets to register the complaint against any of the disturbing issues. Then, through a systematic process his complaint is heard, and decision is made after appropriate investigation is done. In a formal conflict, the concerned employee even has the right to appeal against the decision is made and management is obliged to resolve matter in the utmost favour of the concerned party. Common examples of formal conflict are strikes, work-to-rule, go-slow, overtime bans, and protests etc.

Informal Conflict

On the other hand, informal conflict is more likely to get end results and less focused on the smoothness of its process. The concerned party does not bother about conveying his grieve in a better way, rather his only purpose is to resolve issue. Usually, informal conflict is not an appreciable approach to adopt and organizations tend to avoid it. Involved parties in informal conflict collaborate with each other and resolve their issues by taking responsibility. Common examples of informal conflict are spontaneous arguments, disagreements, and cultural issues of differing opinions etc. (Arora, 2015).