Organisation Conflict
Organisational Conflicts
Explain the term “Organisational Conflicts” and its types. Why conflicts arise? * According to Robbins, Conflict is a process that begins when one party perceives that another party has negatively affected, or is about to negatively affects, something that the 1st party cares about. * Similarly, Greenberg and Baron define conflict as a process in which one party perceives that another party has taken or will take actions that are incompatible with one's own interests. * According to Roloff (1987), “organizational conflict occurs when members engage in activities that are incompatible with those of colleagues within their network, members of other collectivities, or unaffiliated individuals who utilize the services or products of the organization” (p. 496). This definition is consistent with the one just presented. Some of the manifestations of conflict behavior are expressing disagreement with the opponent, yelling, verbal abuse, interference, and so on.
Conflict is, in general, perceived as something negative and detrimental to any organization. This is true to a large extent but is not the absolute truth. To understand conflict in organizational behavior, first of all we need to understand various approaches or point of views towards conflict.
There are three different points of view, or we can say approaches, as far as conflict is concerned. They are as follows:-
1. The traditional view: It suggests that any type of conflict is bad and so must be avoided. This term had a negative connotation in the traditional view. It was largely seen as an outcome of lack of good communication and trust between people as well as inability of the managers to comprehend and respond to the need of the employees under them.
2. The human relations view: As per this approach, conflict is a natural inevitable phenomenon and, so can't be eliminated completely from any organization. Here, conflict was seen in a positive light as it
Explain the term “Organisational Conflicts” and its types. Why conflicts arise? * According to Robbins, Conflict is a process that begins when one party perceives that another party has negatively affected, or is about to negatively affects, something that the 1st party cares about. * Similarly, Greenberg and Baron define conflict as a process in which one party perceives that another party has taken or will take actions that are incompatible with one's own interests. * According to Roloff (1987), “organizational conflict occurs when members engage in activities that are incompatible with those of colleagues within their network, members of other collectivities, or unaffiliated individuals who utilize the services or products of the organization” (p. 496). This definition is consistent with the one just presented. Some of the manifestations of conflict behavior are expressing disagreement with the opponent, yelling, verbal abuse, interference, and so on.
Conflict is, in general, perceived as something negative and detrimental to any organization. This is true to a large extent but is not the absolute truth. To understand conflict in organizational behavior, first of all we need to understand various approaches or point of views towards conflict.
There are three different points of view, or we can say approaches, as far as conflict is concerned. They are as follows:-
1. The traditional view: It suggests that any type of conflict is bad and so must be avoided. This term had a negative connotation in the traditional view. It was largely seen as an outcome of lack of good communication and trust between people as well as inability of the managers to comprehend and respond to the need of the employees under them.
2. The human relations view: As per this approach, conflict is a natural inevitable phenomenon and, so can't be eliminated completely from any organization. Here, conflict was seen in a positive light as it