1. - TUT-
Organisational Conflict
EDU210T
Presenter:
Dr Muavia Gallie (PhD)
14 September 2011
Definition
• An expressed struggle
• Incompatible goals, scarce resources, and
interference from others
1. Substantive conflict – task oriented –
dealing with organisational goals, products,
services, systems;
2. Emotional conflict – clash of personalities –
anger, mistrust, fear, resentment, etc.
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2. Forms of Conflict
1. Functional conflict
– Honest difference of opinion based on
alternatives;
– Helps to ensure that different options are
properly considered;
– Reducing risk of flaws when implementing;
– Agree on outcomes, but not on process;
– Absence of conflict may indicate a lack of
interest or lazy thinking;
– Outcomes of positive thinking (better ideas; new
approaches; resolving problems; clarifying views; stimulating
interest; test capacity)
Forms of Conflict … (cont.)
2. Dysfunctional conflict
– Danger and disruptive force (personal glory);
– More bitter, less easy to solve;
– Confrontation or interaction between two groups
that harms organisation or prevents
achievements
– Outcomes of negative conflict (withdrawal and less
productivity; increased distance between people with
mistrust and suspicion; concentration on narrow interest;
bitterness and hostility increase; increase stress and
employee turnover)
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3. Forms of Conflict
3. Optimal conflict/performance level
Types of Conflict
1. Intrapersonal conflict (within an
individual);
2. Interpersonal conflict (between
two individuals;
3. Individual-institutional conflict
(between person and
organisation);
4. Intra-organisational conflict
(between two or more groups
within organisation) – vertical,
horizontal, line-staff, role conflict.
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4. Tension between Individual
and Organisation
Sources of Conflict
1. Values – individual differences;
2. Relationship – unfair treatment;
3. Interests – limited resources;
4. Communication – body language;
5. Data/information - territory;
6. Structure - specialisation;
7. Procedures - environment.
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5. Organisational Conflict Approaches
Win-Lose Approach Win-Win Approach
Lose-Lose Approach Lose-Win Approach
Principles in Conflict Resolution
• Keep the people and the problem
separate;
• Look for an intelligent solution;
• Set objective criteria to serve as
benchmark for successful resolution;
• Practise fairness and reasonableness;
• Remain calm and controlled.
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6. Managing conflict
1. Peaceful co-existence (don’t criticise, threaten, humiliate;
act over-hasty; be friendly, polite, sympathetic, listen
attentively, trust their intention, etc.)
2. Compromise;
3. Problem solving.
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