Organizational Conflict: Its Losses and Benefits
INTRODUCTION
Often when we come across the word conflict, we usually think of more than a simple disagreement. We think of individuals or groups in sharp disagreement over issues, ideas, or interests. This results in an emotional disturbance between the involved parties, with stress developing & undesirable behaviors being exhibited. [1]
The present diverse workforce characterized by organizational change, competition, and complex communications are drawing attention to interpersonal conflicts among workers. [2] Organizational change for example, alters the status quo and requires members of an organization to work together in new ways and under new rules. Competition compounds issues of power and escalates conflicts of personalities and behavior. The complexities of communication make it more difficult for culturally, economically and socially diverse workers to resolve the issues and problems they encounter on the job.
While conflict is inevitable in groups and organizations due to the complexity and interdependence of organizational life, theorists have differed about whether it is harmful or beneficial to organizations.
Early organizational theorists suggested that conflict is detrimental to Organizational functioning (Pondy, 1967; Brow, 1983) and focused much of their attention on the causes and resolution of conflict (Schimidt & Kochan, 1972; Brett, 1984). More recently, researchers have theorized that conflict is beneficial under some circumstances (Tjosvold, 1991; Van de Vliert & De Dreu, 1994). [3]
Thus, this paper attempts to present the losses and benefits from conflicts in organizations.
I. CONFLICT IN GROUPS AND ORGANIZATIONS
A. Definition
Generally, conflict is defined as a contest of opposing forces or power. [4] it is a perceived difference between a two or more parties that results in mutual opposition. [5]
Looking at conflict in the context of groups, there is what we call an Intergroup Conflict, which can be defined as the behavior
Often when we come across the word conflict, we usually think of more than a simple disagreement. We think of individuals or groups in sharp disagreement over issues, ideas, or interests. This results in an emotional disturbance between the involved parties, with stress developing & undesirable behaviors being exhibited. [1]
The present diverse workforce characterized by organizational change, competition, and complex communications are drawing attention to interpersonal conflicts among workers. [2] Organizational change for example, alters the status quo and requires members of an organization to work together in new ways and under new rules. Competition compounds issues of power and escalates conflicts of personalities and behavior. The complexities of communication make it more difficult for culturally, economically and socially diverse workers to resolve the issues and problems they encounter on the job.
While conflict is inevitable in groups and organizations due to the complexity and interdependence of organizational life, theorists have differed about whether it is harmful or beneficial to organizations.
Early organizational theorists suggested that conflict is detrimental to Organizational functioning (Pondy, 1967; Brow, 1983) and focused much of their attention on the causes and resolution of conflict (Schimidt & Kochan, 1972; Brett, 1984). More recently, researchers have theorized that conflict is beneficial under some circumstances (Tjosvold, 1991; Van de Vliert & De Dreu, 1994). [3]
Thus, this paper attempts to present the losses and benefits from conflicts in organizations.
I. CONFLICT IN GROUPS AND ORGANIZATIONS
A. Definition
Generally, conflict is defined as a contest of opposing forces or power. [4] it is a perceived difference between a two or more parties that results in mutual opposition. [5]
Looking at conflict in the context of groups, there is what we call an Intergroup Conflict, which can be defined as the behavior