Christopher Moore has defined conflicts as a struggle between two or more people over values or competition for status, power and scarce resources. Nicholson defines conflicts as a struggle between individuals to peruse goals which are mutually inconsistent. Jeffrey Rubin and Dean Pruitt define conflicts as perceived divergence of interest or a belief that the parties’ current aspirations cannot be achieved simultaneously. Some common key components of interpersonal conflicts
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.
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.
So, the administrative action that is basically taken upon by the admin department of the company are clashing with the cultural values and thus there needs to be an impulsive action taken o upon where there can be peace in the organization. But as said, a conflict can be a positive or negative one depending on the angle from which we perceive. Here, as ,mentioned the conflict is creating a problem , it thus needs to be resolved in manner where the administrative department needs to keep their action in mind according to the cultural values, ethics and codes of the organization. Basic conflict as discussed above, when resolved, or an attempt to resolve requires the cause to be noted when a conflict is noticed in the slightest possible way, thus, when in the organization this problem is being witnessed, the root cause needs to tackled well in advance. Identifying the conflict elements, emotions, behaviour and contradictions, then we may act towards transforming changing the orientation of the conflict and making the different parties aware of the elements of conflict.
Intergroup conflicts occur when there is a misunderstanding among different teams in the same organization. These individuals may have differing goals and interests and each individual now begins to compete with each other to express their ideas which then lead to a conflict. Intragroup conflicts occur among individual within the same team. Conflicts will arise when individual compete for power or authority and most importantly, resources which are limited.
• Two parties are interdependent in the performance of functions or activities. (Rahim, 2002, p. 207) Special consideration should be paid to conflict management between two parties from distinct cultures. In addition to the everyday sources of conflict, "misunderstandings, and from this counterproductive, pseudo conflicts, arise when members of one culture are unable to understand culturally determined differences in communication practices,
In a study conducted by Jae (2014), there is enough evidence to suggest that transformational leadership is the focal point and is an effective tool for bringing about the best team behaviour and improvements in the teamwork environment. Rendering to the situational theory, diverse team conditions require a different quality of leadership behaviour from the frontrunners. As a consequence, the condition of a team may impact the quality of the leadership style and in this instance, transformational leadership, of the leader. Moreover, worthwhile behaviour and remarkable work outcomes from team members are always looked for, but in most instances, they do not always occur. Individuals normally reply well only to proper leadership styles and behavior.
Communication is a key to solve the problems in the workplace and with proper understanding it leads to good opportunities at work that motivates the subordinates to be successful in their work. We have to come up with different ways of constructive ways to break the barrier that hinders effective communications among the
Intragroup conflict: It is the conflict within an internal team, department or group. Such type of conflicts involves more than one person within a group (Jones, Gareth R; & George, Jennifer M, 2008). The source of intragroup conflict may be because of ethnic, religious or gender prejudice, perceived or real injustices and various personality difference. So, sometime the manager can seek helps from the experts to solve the problems. In this situation, a manager has to entrust to the third party who has experience in conflict management and settling disputes (Green, 2016).