Organizational Conflict Literature Review

Human beings are social, living and working together. The peoples relations are compassion, cooperation, competition, argument, quarrelling and even fighting it depends on personalities and situations. Working in the same place means to be confront in a conflict because the peoples working together are from various personalities, backgrounds and have different views. Consequently, they are not able to avoid conflicts in the workplace. Since last 25 years, organizations had changed, so did their attitude to conflict management. Organizations are attempt to adopt a strategic approach to managing organizational conflicts (Aula P. & Siira K., 2010). The concept of four types of organizational conflicts are:

The four major paradigms, or theoretical perspectives, dominating American sociological thinking are a) functionalism and the systems paradigm, b) interactionism and the conduct paradigm, c) critical theory and the conflict paradigm, and d) exchange theory and ecological perspective (Straus, 2002). The functionalism and the systems paradigm states that the properties of a society are based on the interrelatedness of its members and not on the individual characteristics of the members themselves. The interactionism and the conduct paradigm states that people interact with one another in determining their realities. The critical theory and the conflict paradigm states that social conditions are influenced through group conflicts. The exchange theory and ecological perspective states that social conditions are influenced through interpersonal and intergroup transactions. Thus, all four paradigms dominate contemporary American sociology, they all involve the interaction between society’s members, and they all help make practical sense of everyday life.

The conflict derives from Juror 10’s hate speech against the people of the slums, which induced negative emotions in the other jurors that led them to silent protest , turning away from Juror 10, not wanting to continue the discussion with him.

This conflict arise from factors inherent in the organizational structure. Conflict may be between workers at separate level in the hierarchy of the organization or even between employees at the same level of the hierarchy (Stojkovic, Kalinich, & Klofas, 2012). The most common intra-organization conflict is when an employee can’t understand or complete tasks assigned. For example, there is active and continuous conflict between the union and the management (Stojkovic, Kalinich, & Klofas, 2012). Similarly, intergroup conflict may arise between desk officers and patrol officers who might blame each other for anything that goes wrong at a

Conflict, though theme of today, itself is not a new topic under study. The topic has struck the human perception since

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 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. Interpersonal conflicts arise between two individuals, this type of conflict is due to the different personality types of individual and personalities tend to be incompatible because we are different from one another. Intrapersonal conflicts occur within an individual being that this type of conflict occurs in the person’s mind and therefore it is psychological. 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.

here are many different conflicts between people, who usually have different values, ideas, personality, yet at the same time there are many approaches how to resolve those kind of conflicts. Conflict Management teaches us various procedures and skills which we should all understand, and know how to apply in order to handle tough situations. The movie Remember the Titans is the best example of showing number of conflicts.

“Conflict management consists of the use of strategies and tactics to move all disagreeing parties toward resolution, or at least containment of the dispute”(acpe.org). When attempting to manage conflict each party should work towards a solution with different methods. Many staff nurses should use a collaborative conflict resolution style that is designed by a nurse manager. “The nurse executive must train or select nurse managers with effective conflict resolution skills”(nursing economics). Nurses should observe and teach nurse managers successful problem solving abilities. 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. The second strategy is you should only communicate with the people or individuals that are closely related to

The book Catching Fire by Suzanne Collins is the book I read over the last couple weeks. In the book, there are multiple external and internal conflicts. One of them is between the districts and the Capitol. In the Hunger Games, Katniss Everdeen “defies” the capital at the end of the Hunger Games, which leads to all 12 districts to start an uprising. This is the external conflict. However, the internal conflict is Katniss and her feelings for Peeta Mellark. Peeta and Katniss fell in love in the Hunger Games, and they were the two victors of the Games. Katniss struggles with her feelings for Peeta, but also with her best friend Gale. The external conflict reaches a solution when the Capitol becomes reckless with the districts. More specifically President Snow, begins ordering the Gatekeepers into the districts and set their homes on fire, whip anyone who disobeys, etc. Internally, Katniss reaches a solution when she gets separated from Peeta. Peeta is

The team leader primarily focuses on the human resources of the team. Team leaders can be former supervisors or experienced managers from within the company or hired anew. A college degree is usually required for this type of management job. Team leaders must balance the needs of a team with the needs of upper management and how the team’s work aligns with overall company or client goals. A team leader reports obstacles on the horizon and communicates with the team coordinator about changes in plans. Strong communication and leadership skills are essential. Team members and team coordinators report to team leaders.

As stated in the Times article blacks and Hispanics have been and continue to be disadvantaged. This can be seen as a form of distributive Justice. Despite having an education and a lot of the same required skills as their White and Asian counterparts, they still suffer disadvantages due to job discrimination or unfair distribution of resources.

Conflict perspective focuses their attention on society as a whole. Conflict theorists see society as in a continuous sate of conflict between groups and classes. He struggle for power and income is a continuous process but one in which many categories of people appear as opponents-classes, races, nationalities and even the sexes. Society is held together through the power of dominant groups or classes. The shared values, which functionalist see as glue for holding society together, do no realty form rue consensus; instead this is an artificial consensus in which the dominant groups or classes impose their values and rules upon rest of the people.

Conflict implies to a severe disagreement or argument, and a protracted one between two people or parties, as defined by the United States judicial system. Whenever people work together, it is obligatory for them to work and coexist harmoniously with mutual benefit amongst themselves. But it is also normal for disagreement to arise from time to time, but the worst scenario exists when the conflict begins gaining public and media attention (Lansford, 2008). These conflicts have major negative impacts towards the entity as they create dented image of the entity which sometimes may be challenging to clear.

A conflict can be composed of all or some of the four types: Goal, Cognitive, Affective and Procedural. Managing multiple types of conflict is sufficiently difficult but there is added complexity due to the need to assess the level of conflict. Dedicated attention to the complexity of conflict is necessary not only to avoid a dysfunctional dynamic but to also facilitate positive operational outcomes (Wombacher and Felfe,