According to Rahim (2001), conflict is an interactive process manifested in incompatibility disagreement, or dissonance within or between social entities (i.e., individual, group, organization, etc. For a conflict to happen generally you will need to have more than one party having different views or interests over something. Research has shown that conflict is inevitable hence a need to prevent or manage it. In an organization usually conflict arise due to various reasons, Moore (1996: 60-61) categorized the causes of conflict into five and suggested strategies in dealing with each conflict sphere. According to Moore, these categories are data / information, relationships, externals or moods, structural and values conflicts.
A relational conflict occurs when the goals of interdependent people are incompatible and at least one person to communicate to others about the incompatibility (Froemling et at, 2011). Conflict also has phases such as: latent, perceived, felt, manifest, and aftermath (Hingst, Lindsay PowerPoint). Any conflict brings positive and negative consequences. We can also learn with conflict and how to manage them. And relational conflicts also bring some issues based on behavioral, normative, personality and moral conflict.
People will always have different viewpoints towards life, and it can be affected by his/her experiences, knowledges, surroundings, and their own thoughts. The main problem is when people are affected by the wrong sources or persons. They will stick to these wrong things, have the wrong perspective towards different parts of life, and the result is when their perspectives are applied through their actions. Dealing with tasks and responsibilities is two of many parts of people 's challenges when they are a procrastinator. The perspective towards this kind of responsibility has to be changed by transforming our perspectives towards procrastinating in order to affect our actions better.
Nonetheless, if negative states of mind created in every nation amid the conflict are not tended to, these may produce to further conflict later on. In the interim, conflict change goes for a principal change in conduct of people and the relationship between two or additionally disputing groups. This model is a great deal more exemplified in Bush and Folger 's hypothesis of transformative intervention and Lederach 's model of conflict change. To Lederach, he utilizes the term conflict resolution to allude to peace building.
People often use the word ‘conflict’ to describe a process. According to Wikipedia, Conflict refers to some form of friction, or discord arising when the beliefs or actions of one individual is either resisted by or unacceptable by other individuals. In addition, Michael Nicholson, an English journalist defines it
Workplace conflict is bound to arise. Be it colleagues, clients or bosses, the time for a difficult conversation will happen at some point. You need to pick and choose your battles wisely. Just as much so, you need to be ready to stand up when it is the right time.
The word “conflict” comes from the Latin word conflictus, which means collision or clash. Nevertheless, considerable disagreement exists over how to define conflict. Many attempts to define conflict in a way that best sums up its major aspects have been made. People who work in the field continue to work on developing definitions of conflicts according to their various features. For example, definitions exist based on the major causes of conflict, such as material resources, power, values or feelings.
Example for that; (I feel dissatisfied with your service and would like to know what are you planning to do about it). This is a completely wrong way of expressing dissatisfaction in work; it is attacking and negativity more than asking for a real solution or a job modification. The activation happens when we stress on the weakness points as if they were strong ones and try to think and speak
Change agents can be seen as managers and leaders of change and assist change recipients to deal with ushering in a change. It is often shown that resistance to change is attributed to the change recipients as well as, according to what Ford, Ford & D’Amelio (2008) state, that change agents are a part of the reason that brings about resistance to change (pg. 362). In cases where this situation exists, change agents put themselves at a higher risk of failing to achieve change initiatives. These change agents can bring about more resistance to change as well. Kavanagh & Ashkanay (2006) also go on to state that the general behaviours of leaders, as well as the way in which they deal with the change, are of importance when looking at resistance to change (pg. 2).