Conflict Resolution and Negotiation Conflict is a clash of interests, values, actions, views or directions. Conflict refers to the existence of that clash. Conflict is initiated the instant clash occurs. Generally, there are diverse interests and contrary views behind a conflict, which are revealed when people look at a problem from their viewpoint alone. Conflict is an outcome of organizational intricacies, interactions and disagreements.
Interpersonal Conflict Conflict can lead to a serious problem in any organization. It might not lead to the firm’s failure but it certainly can hurt an organization’s performance as well as lead to the loss of many good employees. Organizational conflict is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations, such as, interpersonal conflict, intragroup conflict, intergroup conflict and interorganisational conflict. In this discussion, we will mainly focus on interpersonal conflict.
It is important for managers to understand what the most common causes of conflict are in the workplace. Often conflicts will begin as one type and evolve into another, or can be complex and incorporate various types of conflict. It is important for managers to recognize and identify the various types of conflict so that you can address the situation appropriately. The most common conflicts in the workplace are feelings of being undervalued, impractical expectations, stress, internal conflict, and poor management leadership. (Walker & Miller, 2015).
The groups or individuals involved then comes into conflict to attain the most of these resources, which brings forth hostile behaviors among all those actively involved in the conflict. • Value conflict is concerned with the varied preferences and ideologies that people have as their principles, these can be very different depending upon the background of each individual and the kind of environment on has been prone to. • Power conflict occurs when the individuals involved intends to maximize the influence they have on the other groups or the society as a whole. Power Conflict is a major contributor in interpersonal conflict and can happen between any 2 individuals, groups or even between 2 nations when they share some common interests. In other types of conflict, power is also evident as it involves an asserting of influence to another.
Interpersonal work conflict is defined as a lack of agreement (Lawless and Trif, 2016). There are three sources of interpersonal conflict: personal characteristics, interactional difficulties and differences in perceptions (Borkowski, 2016, p. 308). The inherent differences in people, our perceptions, life circumstances and experiences lead a countless number of personal characteristics in the workplace which impact performance and outcomes (Lipsett, 2012). Interactional difficulties are ultimately the result of mismatched communication and relational skills (Borkowski, 2016, p. 309). Perspective and perceptive differences are created by the combination of conflicting personal characteristics and interactional difficulties subject to each individual's interpretation (Borkowski, 2016, p. 309).
Conflict Conflict is the disagreement among different persons or individuals featured by hostility and antagonism. It is motivated by one party opposing another with an aim to perform a different opinion from the other party. The conflict elements contain different sets of principles as well as values, therefore, causing the conflict, (David et al., 2017). Intergroup conflict The type of conflict occurs due to misunderstanding among different groups within an organization. The conflict is experienced in different departments in an organization’s setting due to differences in their goal settings and interests, (Barney & Ouchi, 2015) The groups or teams may also experience the conflict due to the competition among them in addition to rivalry in resources and boundaries initiated by the specific groups to show their personal identities.
Episodes of conflict in work groups are inevitable. Conflicts occur when there is disagreement between group members about which course of action to take, an interpersonal issue or difference of ideas. When a conflict arises, many times there is a good reason for it. Unclear plans, ambiguous roles and different perspectives on the best method to reach the group goal need to be addressed. An open discussion where all group members can express their viewpoints and ask questions is the starting point.
According to Robin (1996) conflict is the process that starts when one party perceives that the other party harmfully affected something that the first party cares about. When confrontation begins, it can be understood as “engagement in a fight or confrontation between two or more parties aspiring towards incompatible or competitive means or ends” (University for Peace, 2005). It is a Situation in which two or more parties try hard to acquire the same scarce resources at the same time (Mikael and Swanstrom, 2005). Similar with the above idea Helvard (2011) described that conflicts are part of everyday life; they form in our close relations, at a group level, in a country level and on global level. It has manifested in diverse formats for a long period of time (Slabbert, 2004).
Term paper 1. Subject: Conflict Analysis. Submitted by: Yusra Rashid. Question: write a critique of Galtung’s concept of structural violence. Conflict can be defined as a relationship between two or more parties which can be both individuals and groups who have or think that they have incompatible goals.
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.