In a large organization or in an organization having conflict within a team is a normal process. In an organisation there may be employees from different states and culture who speak different languages. This type of diversity may lead to the conflicts within a team (Torrence, 1957). Conflicts may result in positive and negative outcome which depends on the organization, team members and the team. Thus, conflicts in the organization should be managed properly so it may become beneficial for the organization as well as the team.

1. Intra group Conflicts

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Table of Contents
Introduction................................................................................................................................2
Academic Analysis ....................................................................................................................2
Conflict...................................................................................................................................2
Intragroup Conflict.................................................................................................................2
Causes of Intra group Conflict ...............................................................................................3
Types of Intra group Conflict.................................................................................................3
Relationship Conflict:.........................................................................................................3
Task Conflicts.....................................................................................................................4
Conflict Resolution ................................................................................................................5
Team Binding.............................................................................................................................5
Emotional management during the conflicts ...........................Error! Bookmark not defined.
Critical Reflection......................................................................................................................6
Conclusion .................................................................................................................................7
References..................................................................................................................................8

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Introduction
The report is basically about the conflict in an organization. This report is going to analyse
the intra group conflict within an organization. It will study and research the effect of the two
types of intra group conflicts, task conflict and relationship conflict. It also contains the effect
of intra group conflict on the group and how these conflicts can be used for the beneficial
purposes and defines how to manage the emotions during conflicts.
Academic Analysis
Conflict
In a large organization or in an organization having conflict within a team is a normal
process. In an organisation there may be employees from different states and culture who
speak different languages. This type of diversity may lead to the conflicts within a team
(Torrence, 1957). Conflicts may result in positive and negative outcome which depends on
the organization, team members and the team. Thus, conflicts in the organization should be
managed properly so it may become beneficial for the organization as well as the team.
There are actually two types of conflicts within an organization, these are: intergroup
conflicts and intragroup conflicts. Intragroup conflicts are the conflict which arises within the
members of a single group or single team. Intergroup conflicts are the conflicts which arises
between the two teams or groups of the organization. Most chances of the intergroup
conflicts may be that when two teams are allotted a single project to perform two different
works (Jehn, 1995). The main aim of this report is to understand the intragroup conflicts.
Intragroup Conflict
Intragroup conflicts, as described earlier, are the conflicts that happens within the members of
a single group. Intragroup conflicts may affect the whole project as each group of the project

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is related to each other. Thus, having any discrepancies in the single group will affect the
whole project. These conflicts may become beneficial when handled mutually by
understanding the perspective of each member, and finding out the best solution by both the
perspectives (Jordan & Truth, 2004).
Causes of Intra group Conflict
Following may become the reason of intra group conflicts in an organization:
1. As a team contains the members from various parts of the countries or even may be
from different countries having different culture and thoughts, thus, the members will
have different perspectives about the same problems.
2. When the solutions by two members of a team are totally different.
3. The intra group conflict may occur when the team leader is not following the principle
of equality means a team leader should treat each member of the team equally.
4. Team members have different talent level.
Types of Intra group Conflict
There are actually two types of intra group conflict, Relationship conflict and Task Conflict.
Relationship Conflict:
When two persons do not have good relations with each other, then they may not work together
within the same group. Thus, that may lead to generate a conflict within a group. This type of conflict
is called relationship conflict. In relationship conflict, two persons may have a bad relationship or a
negative relationship may arise by working together within the same team (Lu, Zhan & Laung, 2009).
Effect of relationship conflicts in group
The chances of having benefits of relationship conflict is very less or negligible. A relationship
conflict may affect a group in many ways like:

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1. When there is relationship conflict, then that may lead to a negative environment within a
group.
2. Relationship conflict may lead to generation of groups within a single group which will
reduce the spirit of team members in the same group.
3. When there is a relationship conflict within a group then those members start liking the other
groups of the organization.
4. The efficiency of group also reduces with the relationship conflicts.
5. It also affects the individual performance of an employee.
Task Conflicts
Task conflicts are related to the task performed by the group. These types of conflicts occur when two
people want to perform the same task or two members have different solutions for performing those
tasks. In the second reason, if there is mutual understanding between the members of the team then
that may lead to benefit the team. There are various other situations where the task conflict may occur.
Task conflicts may be beneficial as well as harmful that depends on the situation of the team and the
mutual understanding of the group members (Simons & Peterson, 2000).
Effect of Task Conflict on group
There are both negative and positive effects of task conflicts that depend on the situations.
1. If the task conflict is not handled properly, then that may lead to breaking of team.
2. If task conflicts are handled properly, then those may be very much beneficial for the team or
group as it may lead to finding new ways of performing a single task.
3. Task conflicts may become the reason for the informal task distribution.
4. Task conflicts may increase or decrease the efficiency of the group that depends on handling
of conflict.

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Conflict Resolution
There are two basic dimensions of handling the conflicts within a group, concern for self and
concern for others. The first dimension shows the extent up to which the person wants to
satisfy his concerns. This dimension is basically a measure on the basis of high or low. When
any of the person or both have this dimension high, then best solution of the conflict
resolution is dismissing one of the employees. This dismissal should be performed depending
on the person who is only concerned about himself. If both have the same extent of self-
concern, the team should dismiss the less important person.
The second dimension is, Concern for others. When a person has this dimension, then that
type of conflict may become very much beneficial for the group.
The dimension is scored on the basis of five points: first is integrating, this means that the
person has high self-concern, the second point is obliging which means the person has lot of
concern for others. The third point is compromising; this also means that the person is highly
concerned about others. The fourth point is dominating, which means that the person is
highly concerned about only himself and the last one is avoiding, which means that the
person is highly concerned about others (Poole & Roothe, 1989).
Thus, by rating the above points we can find the nature of a person that helps in resolving the
conflicts within a group or team.
Team Binding
Discussing team binding individually is most important here as the main risk of having
conflicts in a group is that the result of conflict may be breaking of team or group (Putnam,
1986). Thus, for team binding there are two solutions; one is to manage the conflicts in such a

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way that it may result positively and the second is that the conflict should be resolved
anyway.
The positive outcome of the conflict depends on the mutual understanding of the team
members and the situation of the conflict. Thus, team should be provided the training of team
work and should try to increase the mutual understandings with the other team members.
By implementing the above process the bond of the team becomes stronger.
Managing emotions during conflicts
It is really important to manage the emotions during any conflict as that may result in a joke.
If the emotions are not managed properly during the conflicts then that may result in the
wrong decision also. This should be applied to team leaders more as the team leader should
manage his emotions at the time of conflicts because may be the leader is emotionally
attached to a person who is a victim of conflict. Then he may bend more towards that person
which may lead to a wrong decision for the team and may enhance the conflict also
(Ashkanshay, 2000). The team leader and even every member of the group should follow the
principle of equality while conflicting. Even the victim of conflict should also follow control
over his emotions that may lead to create disturbance in his work.
Critical Reflection
The article critically reflects the following points:
1. Conflicts may result in positive or negative, that depends on the type of conflict and
mutual understanding between the team members.
2. Conflict resolution can be sought by two dimensions; one is the extent of self-concern
and second is concern about others.

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Conclusion
The above analysis and report is the result of various research. From the above report, we can
conclude that having conflict in an organization is normal but the organization is required to
manage those conflicts in such a way that they finally become beneficial. The conflicts, if
handled properly, may lead in strong bonding of the group members in an organization.
Relationship conflict is very tough to handle and may harm the organization in many ways.
Thus, the group should become aware of the relationship conflicts and provide the training to
their employees for handling those conflicts. Task conflicts depend on the handling of
conflict.

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References
Jehn, Kern (1995). A multi method examination of the benefits and detriments of intragroup
conflict. 1 (4) pp. 5-13
Jordan, Peter J. & Troth Ashlea C. (2004). Managing Emotions During Team Problem
Solving: Emotional Intelligence and Conflict Resolution 23 (8) pp. 195- 218
Lu, Lin. , Zhau, Fan, & Leung, Kwok (2009). Effects of task and relationship conflicts on
individual work behaviorr 12 (2) pp. 131-150
Simons, Tony L. & Peterson, Randall S. (2000) Task Conflict in Top management team: The
Pivotal Role of Intragroup Trust 85 (1) pp. 102-111
Torrance, E. P. (1957). Group decision making and disagreement. Social Forces, 35 (11) pp.
314-318.
Poole, M. S., & Roth, J. (1989). Decision development in small groups V: Test of a
contingency model. Human Communication Research, 15 (5), pp. 549–589.
Putnam, L. L. (1986). Conflict in group decision making. In R.Y. Hirokawa & M. S. Poole
Communication and group decision-making, Beverly Hills, CA: Sage.
Ashkanasy, N. M., Härtel, C. E. J., & Zerbe, W. J. (Eds.). (2000). Emotions in the workplace:
Research, theory, and practice. Westport, CT: Quorum Books.