Some conflict is mental whereas some are practical. Some conflict is occurring in individuals some are in groups. Generally when two parties or group 's are differ from their post, values, desires, goals, interests, preferences, and emotions then in this situation conflict arise. According to Coser "Conflicts involve struggles between two people or more people over values, or competition for status, power and resources." Conflict is related to human behavior, thoughts and views.
The following are common reasons of project conflicts: • Conflicting interests of stakeholders. A few stakeholders may not see any value in the project or may have conflicting political
Although some argued that inter-group conflict occurs naturally, there are also other causes that might spark the conflicts between groups. These causes can be taken from different aspects which is economically, institutionally and culturally. All these causes may also lead to prejudice and often would cause discrimination. The Realistic Group Conflict Theory further explains that the goals between different groups and its individuals causes conflicts because every group feels that they have the urge to compete with the other group to obtain the goal. Muzafer Sherif conducted an experiment on this which is remarkably
1. Conflicts are inevitable in common life and in organizations’ life. Conflicts arise from differences. When individuals come together in teams the difference in terms of power, values, and attitudes contribute and create conflict. In this case we can see different kind of conflicts.
What’s conflict? Conflict is a word that can form friction, disagreement, or discord arising in a group when their beliefs or actions of one or more member of the group and it can also happen between members of more than one group and it mostly involves physical or verbal violence. Interpersonal discord and bad communication after all. Conflicts can also happen between friends, family, peers, business partners, husband and wife etc.. all of the organizations mostly face difficulties in avoiding to reach an ending understanding of it that it can’t be avoided. However, it can’t be avoided.
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.
Whenever there is a clash or a disagreement relating to a situation, conflict is bound to occur. There are two types of conflict, functional and dysfunctional. Functional conflict can be described as a non-aggressive form of conflict which allows ideas to flow as well as stimulate creativity. In this scenario, people may disagree but still work together to find a solution. Dysfunctional conflict can be described as an aggressive format of conflict where people would normally refuse to work towards a particular solution and therefore the task indeed becomes compromised.
Most of us are aware on the existence and the effects of conflict, yet, one can interpret the term ‘conflict’ in different number of ways. Conflict can be viewed by an individual, group or by an organisation as the incompatibility of goals that arises from opposing behaviours (Mullin, ), while Gray & Starke (1984) defined conflict as the inhibition of the attainment of goals from the behavior of a person or group. One of the early definitions of conflict was by American sociologist, Lewis Coser (1967) who defined conflict as the tension between some groups for which there are clashes in their values and interests. In addition, Thomas (2005) defines a conflict as a “disagreement in opinions between people or groups, due to differences in attitudes, beliefs, values or needs. In the business world, differences in such characteristics as work experience, personality, peer group, environment, and situation, all lead to differences in personal attitudes, beliefs, values or needs.” Hence, from the definitions mentioned above, it is obvious that conflicts cannot be define in just one practical way.
Conflict is a characteristic of human existence. No matter how hard we try to avoid it, conflict periodically enters our lives. Pie and Diez (2007 as cited in Parlevliet (2011), claimed that conflict is a state or condition of opposition, antagonism and discord. It is a struggle or contest between people with opposing needs, ideas, beliefs, values, or goals. Asante (2011) declared that there are disparate interests and contrary views behind a conflict, which are revealed when people see a problem from their perspective alone.
Some authors interchange the two terms, others point to conceptual differences, even if they are blurred. However, 'Conflict' and 'dispute' are two distinct notions. Conflict, it is proposed, exists wherever there is incompatibility of interest, and therefore is pandemic. Conflict can be managed, possibly to the extent of preventing a dispute resulting from the conflict. Dispute is associated with distinct justifiable issues.