Organisational conflict proceeds through several distinct stage; and stems from several unique sources.
Latent conflict stage
Conflict has its genesis in an early state. The elements necessary for conflicts are present in this type stage, but they are always visible. Where a latent conflict condition exists, one would probably find some combination of general uneasiness, perhaps apprehension, differences of opinion, different values and limited resources.
Perceived conflict stage
The next stage occurs when the conflict is perceived and experienced by those involved. In this stage, people will feel more tense, hostile and aggressive. They will begin to see the dimensions of the conflict taking shape. Battle lines are sketched out, and contingency
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Authors have various explanations for the determinants of this kind of conflict. Greenhaus and Beutell (1985) suggest that conflict occurs when either time devoted to the requirements of one role, or strain from participating in a role or finally, specific behaviours required by a role, make it difficult to fulfil the requirements of another. Moreover, conflict intensifies when roles are salient, central to the individual’s self-concept or when there are negative consequences for not meeting role demands.
Work and family have increasingly become antagonist spheres, equally greedy of energy and time and responsible for work-family interference. Work/non-work conflict is generally defined in the literature as occurring when the emotional and behavioural demands of work and non-work roles are incompatible, such that participation in one role is made more difficult by virtue of participation in the other. Work-family conflict can be defined as a source of stress resulting from irreconcilable pressure from the work and
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Conflict is a manifestation of stress due to competing role demands, conflict is considered a bi-directional construct, in that work can interfere with family (i.e., work-to-family conflict and family can interfere with work. Work Family Conflict (WFC) takes place when the demands of work come in conflict with the time / attention given to family. Workplace characteristics like the number of hours worked per week, the amount and frequency of overtime required, an inflexible work schedule, unsupportive supervisor, and an inhospitable organizational culture create conflict between the work and family role. Family-work conflict (FWC) is also a type of inter-role conflict in which family and work responsibilities are not compatible.
1.8.6 Types of Work Life Conflict
Three types of conflict have been identified in literature: time-based, strain-based, and behaviour based (Greenhaus and Beutell, 1985).
Time-based
A gap is growing between family and work. This problem can be focused down to three main things: the strive for perfection, health, and technological
Stage two is one of the most challenging stages. It is defined as a period of exploration of relationships and uncertainty about power. During this stage there is often times a lot of conflict and tension between the members and the leader and there 's often lack of trust and communication. According to Bruce Truckmen 's group development model this can be called the storming stage. One of the first key characteristics that would identify a group being in stage two is the miss trust and power struggle towards the leader.
There are two kinds of organizational conflicts that when they are well handled are beneficial to the organization. When conflict is well handled it forces us to be creative problem-solvers, to avoid mistakes, and to learn how to benefit
A Conflict is a complication that usually has two sides, the victim and his transgressor. Victims are victims because they receive the short end of the stick, and the transgressors are transgressors because they are the cause, directly or indirectly, of the victim’s situation. The transgressor justifies their action by their course of thought, often because of their own problems. Being a victim is just the same as being the transgressor, as both have their own conditions, and both of them look for ways to solve their problem. The two sides of that coin are both victims and culprits at the same time.
Unlike Henry Dobbins and Norman Bower’s chess games which were predictable and made it easy to see which side was going to win, war was the complete opposite.
The following is the conflict between MacDonald and the community in tecoma over the establishment of a fast-food restaurant opposite a primary school.or the erection of the boat Laguna on the coastline of new south Wales. Many of this conflicts exacerbate entrenched differences relating to vies and values;hostility simmers.sometimes there 's a winner;other times there are only losers. Many divisions in society arise over a difference in principle- a fight for justice,for equality and for respect. These are often linked with morality and involve proper behaviour and conduct. However, conflict can became complicated where these principles are corrupted and become an excuse to vent personal grievances, dislikes and animosity.
The third stage is intensified conflict. Intensified conflict is a major conflict. It has to deal with a third party and a countermovement. It's recognized as dangerous and intense opposition. The final stage is dramatic denouement.
Ultimately, three themes will be mentioned, home role stress, work role stress, and interaction and relationship
Work-family struggle is conceptualized as the result of "assets being lost during the time spent juggling both work and family parts. The build of (WFC) is multi-dimensional and alludes to clashes that may be time-based, strain-based or conduct based. Strain-based clash recommends that strain experienced in one part traverses and meddles with interest in another part. Conduct based clash happens when particular practices required in one part are contrary with behavioral desires in another part For instance, concentrates on prison guards have observed that conduct based clash was identified with work stretch and employment fulfillment. Center parts of grown-up character speak to both work and family.(Frone 2000).
When it comes to conflict, we often consider it to be wholly negative, however, conflict can be can also positive. Tubbs (2012) says “It has been said that conflict is an inevitable part of people’s relating to one another” (p. 234). With this in mind, it becomes imperative for us to learn to learn how to effectively navigate conflict. In small groups, conflict, when properly channeled, can contribute to thoughts, ideas, creativity, relationship building and increased productivity. In fact, Tubbs (2012) states many people can not make a distinction between a conflict of ideas and feelings, leading to disruptive personal conflict (p. 326).
A individual use of conflict should be used by many strategies impacted by the culture of the organization or institution but also by the personal beliefs and values. “The variables surrounding the conflict must be examined to understand and alter the choice of a particular behavioral approach to conflict”(Thomas,1976). When deciding the choice of outcome of a problem you should examine the facts and stay away from the assumptions. When managing conflicts, strategies should be utilized and reviewed so that the conflict can come to an collective solution. Some strategies to obtain during a conflict is the first strategy which is understanding that rushing to end the conflict will cause you to not be able to gather the appropriate information.
Conflict theory can best be defined as viewing self interest as a basic human motivation. This human motivation comes from the will to survive and a strong desire to fulfill one’s needs and desires in life. It is said that conflict typically arises between individuals, groups or family members out of competing interests. Conflict theory doesn’t see conflict as being problematic, instead conflict theory suggests that conflict is necessary and often desirable to produce change (Chibucos, Leite & Weis, 2005). When it comes to the family unit, conflict theory argues that power among family members is unequally distributed with the male figure typically having the most power within the family.
UNIVERSITY OF TECHNOLOGY, JAMAICA COLLEGE OF HEALTH SCIENCES CARIBBEAN SCHOOL OF NURSING, UTECH Bachelor of Science in Nursing (BSN) Conflict Theory Submitted in partial fulfillment of the module SOC 1001: Sociology Submitted to: Mrs.Rená Blackwood-McIntosh (Lecturer) Prepared by: Michaella Pryce ID #: 1402203 Date: September 26, 2014 Montego Bay, Jamaica Conflict Theory A conflict may be defined as a disagreement resulting from an individual or groups of individuals due to a difference in attitude, beliefs, values or needs with unwillingness to conform. Conflicts may be interpersonal, intrapersonal, intergroup or intragroup conflicts.
Effective leaders must learn to embrace conflict because it is an inexorable part of human interactions and without intervention, it seldom finds its own productive solutions (Myatt, 2012). The failure to address conflict early on will likely lead to workplace acrimony, disengagement and poor communication and cooperation (Myatt, 2012). The story of the conflict between Cindy and Dr. Jones is an excellent case to analyze the elements of conflict and conflict management.
Literature on conflict claims it righteous to be an inevitable disposition. Interaction, at any level of the social order; between individuals, within or among groups or organizations or at nations’ level, always have a prospective connotation of cropping up hostile attitudes of the interactants. Splinter groups interact in course of attaining their due objectives or get hold of certain resources. The relationship among the parties may become ill-assorted or inconsistent owing to the partially exclusive behavioral preferences of the diversified stakeholders, especially when they have differing set of norms, values and skills. Conflict, though theme of today, itself is not a new topic under study.