Conflict-D1
abparsley
Conflict-Unit3.pptxConflict
Unit 3
Summary
Spend any time in any business, and you will realize that conflict is a regular aspect of any organization. While the term conflict often prompts a negative image of arguments that escalate into fighting, it does not have to be so detrimental. This module will introduce you to what conflict is. Understanding what constitutes conflict is important for being able to recognize where conflict is likely to arise, what some potential warning signs are, as well as the various outcomes that result from conflict in organizations.
Conflict – What is it?
Many definitions of conflict exist. Here are some common definitions that provide a basis for understanding conflict:
Sharp disagreement or opposition, as of interests, ideas, etc., and includes the perceived divergence of interest, or a belief that the parties’ current aspirations cannot be achieved simultaneously (Pruitt & Rubin, 1986)
Two or more interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achieving that goal (Hocker & Wilmot, 1995)
Competition between interdependent parties who perceive that they have incompatible needs, goals, desires, or ideas (Van Slyke, 1999)
The interaction of interdependent people who perceive opposition of goals, aims, and values, and who see the other party as potentially interfering with the realization of these goals (Putnam & Poole, 1987)
Conflict – What is it?
Those definitions share certain similarities; the following are facets of any conflict:
Social Interaction (i.e. interaction of 2 or more parties)
Perceived incompatible goals
meaning one party must perceive that the obtainment of their goals is at odds with the other party obtaining theirs
Interference from each other in achieving their goals
Meaning that in striving toward achieving ones goals, the party keeps another party from achieving theirs.
Causes of Conflict
Conflict, as has already been mentioned, will occur. Conflict occurs in just about any social environment where parties are trying to accomplish some kind of goal. Thus, avoiding conflict altogether is extremely difficult, if not impossible. However, if we increase our understanding of the facets of social interaction that have been found to increase the possibility of conflict occurring, we can take a step to avoiding some conflict and/or effectively managing it.
Click to read article on causes of conflict
https:// smallbusiness.chron.com/four-types-conflict-organizations-174.html
The next slides discuss some of the causes that have been identified in empirical research.
Common Causes of Conflict
Incongruent Values, Needs, or Interests
One party is sometimes required to engage in activity that is incongruent with their values, needs, or interests.
Resource constraints
Often, there are some mutually desirable resource that is in short supply, such that the wants of everyone may not be satisfied fully.
Common Causes of Conflict
Behavioral Preferences
As individuals develop preferences for how they act in a given situation, others’ behavioral preferences may be incompatible.
Divergent Attitudes and Values
It is not uncommon for parties to possess attitudes, values, skills, and goals that are inconsistent or in opposition to another’s.
Interdependence…(next slide)
The Role of Interdependence
When parties (2 or more) need each other in order to achieve their goals, they are said to be interdependent.
Ex: for most group projects, no single individual can complete a complex project alone; rather, they will rely on others to complete parts of a task in order for them to be able to finish.
When such interdependencies exist, so does the potential for one party’s interests to be at odds with another party’s.
Types of Conflict
In addition to understanding that conflict is inevitable, and the various causes of conflict, it is also important to understand that not all conflict is created equal. Stated differently, there are multiple types of conflict that exist, and the type of conflict experienced will have a great impact on the magnitude of the outcomes of that conflict, as well as on how individuals should approach managing it.
Three types of conflict are discussed below:
Types of Conflict
Affective or Relational
This type of conflict results from differences in interpersonal compatibilities
Ex: if an individual with an introverted personality (quiet and reserved) becomes annoyed with their extroverted (sociable and loud) co-worker.
Cognitive or Task
Conflict that results from differences in perspectives, ideas, or viewpoints about a task or tasks.
Ex: two executives may disagree about whether to pay a dividend to stockholders or to invest that money into a new project.
Process
Conflict about aspects of how task(s) should be accomplished
Ex: two students in a group may disagree about who will present what in their group’s presentation.
Outcomes of Conflict
As was mentioned, many of us have a negative association with the term conflict. This is because many of us have experienced many negative consequences of situations of conflict. However, it is important to note that, when managed effectively, conflict can have positive results or create opportunities for growth and learning. Both positive and negative outcomes of conflict are discussed next.
Focusing on the various outcomes of conflict is important for managers, because it allows them to see the tremendous impact (both positive and negative) conflict can and does have on individuals, teams, and organizations.
Click to read article about outcomes of conflict https :// yourbusiness.azcentral.com/organizational-conflict-1227.html
Outcomes of Conflict
Pitfalls (i.e. negative outcomes)
Parties become overly competitive (see things as win-lose)
Parties develop inaccurate perceptions about the other party
Emotions run high – which may amplify the conflict
Decreased Communication – conflicting parties often stop talking
Blurred Issues – conflicting parties often lose touch with the actual problem
Rigid Commitments – conflict causes parties to become set in their ways, rather than trying to reach mutual agreement
Magnified differences – disputing parties often exaggerate the differences between themselves and the other party
Escalation of conflict – the term for conflict that amplifies out of control
Outcomes of Conflict
Potential Benefits
Discussion makes parties more aware and able to cope
Conflicting idea encourages acceptance and adaptation to change
(This idea will be expanded in the following section)
Conflict can promote awareness of self and others
Working through conflict can enhance personal development of managers and employees
Working through conflict can also encourage psychological development
Also, conflict can be stimulating and fun (only for certain personalities )
