Discussion 2
Discuss the types of organizational conflict and how can intergroup conflict affect the organizational performance?
The textbook mentions two types of Organizational conflicts. The first one is Functional conflict witch is a confrontation between groups that enhances and benefits the organization’s performance. When conflict focuses on tasks, constructive debate can improve decision making and work outcomes. The second one is Dysfunctional conflict witch is define as any confrontation or interaction between groups that harms the organizations or hinders the achievement of organizational goals. Management must seek to eliminate dysfunctional conflicts because such conflicts can negatively influence performance by shifting group members’ attention away from important tasks.
Conflict can arise in different situations. Some of these conflict happen due to; differences in knowledge, beliefs and basic values; competition for position, power and recognition; a need for tension release, etc. Intergroup conflict may have either a positive or a negative effect on organization performance, depending on the nature of the conflict and how it is managed. The textbook made reference to a situation where intergroup conflict can benefit organizational performance. For example, two departments in a hospital may conflict over the most efficient method of delivering health care to low-income rural families. The two departments agree on the goal but not on the means to achieve it. This intergroup conflict (functional) will have a good outcome when the conflict is settled. A negative intergroup conflict between departmental rivals (e.g., marketing and finance) that become too great can render the organization less effective in perusing its mission of furthering stakeholders’ interest. One difficult task a manager most confronts is diagnosing and managing intergroup conflict. There are many techniques for resolving intergroup conflicts. Each of these techniques is useful in specific
The textbook mentions two types of Organizational conflicts. The first one is Functional conflict witch is a confrontation between groups that enhances and benefits the organization’s performance. When conflict focuses on tasks, constructive debate can improve decision making and work outcomes. The second one is Dysfunctional conflict witch is define as any confrontation or interaction between groups that harms the organizations or hinders the achievement of organizational goals. Management must seek to eliminate dysfunctional conflicts because such conflicts can negatively influence performance by shifting group members’ attention away from important tasks.
Conflict can arise in different situations. Some of these conflict happen due to; differences in knowledge, beliefs and basic values; competition for position, power and recognition; a need for tension release, etc. Intergroup conflict may have either a positive or a negative effect on organization performance, depending on the nature of the conflict and how it is managed. The textbook made reference to a situation where intergroup conflict can benefit organizational performance. For example, two departments in a hospital may conflict over the most efficient method of delivering health care to low-income rural families. The two departments agree on the goal but not on the means to achieve it. This intergroup conflict (functional) will have a good outcome when the conflict is settled. A negative intergroup conflict between departmental rivals (e.g., marketing and finance) that become too great can render the organization less effective in perusing its mission of furthering stakeholders’ interest. One difficult task a manager most confronts is diagnosing and managing intergroup conflict. There are many techniques for resolving intergroup conflicts. Each of these techniques is useful in specific