Conflicts in an Organization

1. CONFLICTS
By
Kumar Saurav
Bheemendra
Hareesh

2. What is Conflict ??
It is a process that begins when one party
perceives another party has or is about to
negatively affect something the first party cares
about.

3. Conflict Process
Potential
Opposition
/Incompati
bility
Cognition
Intention
Outcomes
Behaviour

4. Potential Opposition or
Incompatibility
The first step is the presence of conditions
that create opportunity for conflict to arise.
Causes or sources of conflict:
Communication: The potential for conflict increases
when either too or too much communication takes place.
Structure: It is used to include variable.
Personal variable: Include personality, emotion, values

5. Cognition and Personalization
In this stage
– This is the point when the parties decides what the conflict is about
– In this emotions play a major role in shaping perception

6. Behavior
It includes the statement actions , and reactions made by the conflicting
parties
Conflict management techniques
• Problem solving
• Subordinate goals “ shared goals”
• Avoidance

7. Outcomes
According to behavior , the outcomes may be :
• functional , if the conflict improves the group’s performance “ Low or
• moderate conflict”
• dysfunctional , if it hinders performance

8. Stages of Conflicts
There is general agreement on four basic stages
of conflict. These stages are not mutually
exclusive and therefore, an individual may be
involved in more than one at a time.

9. Interpersonal
Interpersonal: conflict
among two or more
individuals (for example, an
argument between a
boyfriend and girlfriend, or
between a student and
her/his teacher, or child and
parent, or between
friends/colleagues).

10. Intrapersonal
Intrapersonal: conflict
within the individual (for
example, a person
who cannot make
decisions).

11. Intragroup
Intragroup: conflict within a group (for example,
between members of the same work or football
team).

12. Intergroup
Intergroup: conflict between two or more
groups (for example, between two different
youth gangs, or between students and the
school faculty).

13. Functional versus Dysfunctional
Conflict
• Functional Conflict
Conflict that supports the goals of the
group and improves it’s performance.
• Conflict motivates organizational members to consider problems.
• High quality decision result when persons express their opposing views
and perspectives.
• If it is handled well however conflict can be productive – leading to deeper
understanding,mutual respect and closeness.
• And the reality is all the major reforms and changes occur as a
consequence of conflict.

14. • Dysfunctional Conflict
• Conflict is inevitable
• Conflict can delay or prevent the attainment of a goal or frustrate an
individual .
• Conflicts can tear relationships apart and interfere with the exchange of
ideas in groups and department.
• Conflict prevents organizational goals being achieved.

17. Conflict resolution techniques
• Problem solving
• Superordinate goals
• Expansion of resources
• Avoidance
• Smoothing
• Compromise
• Authoritative command
• Altering the human and structure variable