This document discusses organizational conflict and types of conflict. It defines conflict as opposition or disputes between individuals, groups, or ideas. Conflicts can emerge within or between organizations. The document outlines various sources of conflict including organizational change, personality clashes, and differing values. It categorizes conflicts as individual, group, or organizational level and describes interpersonal and intrapersonal conflict in more detail. Both positive and negative effects of conflict are presented. The document concludes with discussing procedures for resolving conflicts such as diagnosing issues, identifying conflict handling modes, and allowing parties to settle issues through mediation or mutual problem solving.

1. ORGANISATIONAL
BEHAVIOUR
CONFLICT AND
TYPES OF CONFLICT

2. Concept....
 Conflict can be defined in many ways and can be
considered as an expression of hostility , negative attitudes ,
aggression , rivalry and misunderstanding .
 Conflict may emerge between different organisations or
within organisations , or between organisations and their social
and political environments .

3. Definitions Of Conflict
 According to Joe Kelly , “ Conflict is defined as opposition or
dispute between persons, groups or ideas ”.
 According to Follett, “ Conflict is the appearance of
difference , difference of opinions, of interests ” .
 A conflict is serious disagreement or argument between two or
more persons

4. Nature of Conflict
Conflicts are Natural
Conflicts are not
Big
Conflict is
Multidimensional
Conflict is Finding the
Balance
Conflict is
Universal
Conflict is
Disruptive
Conflict Involves
Disagreement

5. Sources of Conflict
Organisational
Change
Personality Clashes
Different Sets of
Values
Threats to Status
Contrasting
Perceptions
Lack of Trust
Interdepartmental
Wrangles
Job Related Issues
Other Agendas

6. Types/Classification of Conflict
Individual Level
conflict
Group Level
Conflict
Organisational
Level Conflict
Intra-
Individual
Conflict
Inter-
Individual
Conflict
Intra-
Group
conflict
Inter-
Group
Conflict Intra-
Organ.
Conflict
Inter-
Organ.
Conflict

7. INTERPERSONAL CONFLICT
 In conflict with other individuals
 Co-workers, siblings ,spouse, room mates
 Most common type of conflict
 Varied personality
 Needs a mediator to resolve

8. Types of Interpersonal
Conflict
 Pseudo-conflicts and real arguments
 Policy conflicts
 Value conflicts
 Ego conflicts

9. INTRAPERSONAL
CONFLICT
 Occurs within individual
 Occurs in the mind of individual
 Involves thoughts , values, beliefs
 Leads to restlessness and even depression
 Leads to personal growth
 Discussing with other people resolves it

10. Types of Intrapersonal
conflict
 Inter-role Conflict – a person’s experience of
conflict among the multiple roles in his/her life
 Intra-role Conflict – conflict that occurs within a
single role, when a person receives conflicting
messages from role senders about how to perform
a certain role
 Person–role Conflict – conflict that occurs when
an individual is expected to perform behaviours in
a certain role that conflict with his/her personal
values

11. Effects of Conflict
 Conflict has both Positive and Negative effect.
 It can be positive when it encourages creativity, new looks at
old, the clarification of points of view, and the development
of human capabilities to handle interpersonal differences.
 Conflict can be negative when it creates resistance to
change, establishes turmoil in organisation or interpersonal
relations fosters distrust, builds a feeling of defeat, or widens
the chasm of misunderstanding.

12. Positive Effects of Conflict
 Acts as Motivating Factor : Motivate individuals to do better
and to work harder. One’s talents and abilities come to the
forefront in a conflict situation.
 Acts as Need Satisfier : Satisfy certain psychological needs like
dominance, aggression, esteem and ego and thereby
provide an opportunity for the constructive use and release of
aggressive urges.

13. Cont....
 Introducing Variety: Add variety to one’s organisational life,
otherwise work life would be dull and boring.
 Create Understanding: Facilitate an understanding of the
problem, people and interrelationships between people,
better coordination among individuals and departments, in
addition to strengthening intra-group relationships, etc.

14. Negative Effects of Conflict
 Drop in Productivity : Allowing a conflict to continue means
that employee attention becomes more focused on the
conflict and not on productivity.
 Lack of Direction: Conflict can sometimes arise when
management is unable to communicate the direction of the
company to employees. Conflict will erupt as employee are
allowed to interpret changes within the company in their own
way.

15. Cont....
 Lack of New Ideas: Groups in conflict tend not to collaborate
on new ideas. When conflict goes unresolved it can be
difficult to create new ideas, the company needs to solve
problems it is facing.
 Affects Quality of Work: If conflict is allowed to go on long
enough, the parties involved may begin to show more interest
in the conflict than in doing their jobs properly. Product quality
can suffer and in some cases the safety of the employees can
be jeopardy as well.

16. Resolution of Conflict
 Conflict resolution or management is the process of planning
to avoid conflict where possible and organising to resolve
conflict where it does happen, as rapidly and smoothly as
possible.
 Conflict resolution is the principle that all conflicts cannot
necessarily be resolved, but learning how to manage conflicts
can decrease the odds of non-productive escalation.
 Effective conflict resolution skills can make the difference
between positive and negative outcomes .

17. Procedure for Resolution of Conflict
 Preliminary Steps: This step involves knowing full details of the
conflict and the first thing to note is the stage of conflict. The
more advance the stage of conflict, the more efforts are
required to resolve it. Moreover strategy used is also
dependent upon the stage of conflict.
 Diagnosing the Issue: Under this stage, the issues involved
should be analysed and understood what the conflict is about

18. Cont....
 Conflict Handling Modes: There may be numerous modes of
conflict handling and the have grouped into:
1) To Avoid Appearance of Conflict and the purpose like-
minded people should be appointed .
2) Mediation : It involves sweeping out differences by
mediation through persuasion, highlighting the merits and
demerits of their cases.

19. Cont....
3)Letting the Parties to Settle their Scores : It is better when both
the parties adopt a rigid stand to their views.
4) Mutual Problem- Solving: This approach is suitable when both
parties are interested in resolving the conflict and are not rigid
to their stand.

20. Presented BY:
Sonal
Shubham
Akanksha
Annu