Conflict and Conflict Resolution
Mr.
M. Baskaran1, Dr. Usha Sekar2, Dr.
N. Kokilavani3
1Assistant Professor, Mental Health (Psychiatric)
Nursing Specialty, PSG College of Nursing, Coimbatore, Tamil Nadu
2Associate Professor, Melmaruvathur
Adhiparasakthi Institute of Medical Sciences and Research, and College of Nursing,
Melmaruvathur, Kancheepuram
District, Tamil Nadu
3Principal,
Adhiparasakthi College of Nursing, Melmaruvathur
603319, Kancheepuram District
*Corresponding Authors Email: christhomas0002@yahoo.com
INTRODUCTION:
The concept of conflict, being an outcome of
behaviors, is an integral part of human
life. Where ever there is interaction, there is conflict. Conflict can be
considered as an expression of hostility (unfriendliness or opposition),
negative attitudes, antagonism, aggression, rivalry and misunderstanding.
WHAT IS CONFLICT?
A disagreement between people that may be the result
of different:
Ideas
Priorities
Preferences
Beliefs
Values
Goals
Organizational structures 1
MEANING OF CONFLICT:
According to Joe Kelly, Conflict is defined as
opposition or dispute between persons, groups or ideas.
Nature of Conflict:
Conflict
occurs when individuals are not able to choose among the available alternative
courses of action.
Conflict
is a dynamic process as it indicates a series of events.
Conflict
must be perceived by the parties to it. If no one is aware of a conflict, then
it is generally agree that no conflict exists.2
Effects of conflict:
Functional Conflict (Positive):
Conflict that supports the goals of the group and
improves its performance.
Stimulant
for change
Creativity
and Innovation
Group
Cohesion
Avoidance
of Tension
Identification
of Weakness
Challenge
Dysfunctional Conflict (Negative):
Conflict that hinders group performance
Resignation
of Personnel
Tensions
Dissatisfaction
Creation
of Distrust
Goal
Displacement
Weakening
of Organization
Types of conflict:
Functional
support the goals of the group and improves its performance.
Dysfunctional
conflict that hinders group performance.
The
functional conflicts can be differentiated from the dysfunctional conflicts on
the basis of the following three attributes:
1. Task Conflict: Related to content and goals
of the work.
2. Relationship Conflict: Focuses on
interpersonal relationships.
3. Process Conflict: Process conflict relates
to how the work gets done.
LEVELS AND TYPES OF CONFLICT:
Level of conflict Types of conflict 3
Organization Within and between organization
Group Within and between group
Individual Within and between individual
Organizational Conflict:
Intra Organizational Conflict:
The conflict which arises
with in various levels and departments of organization. Various kinds are:
1. Horizontal
Conflict
2. Vertical Conflict
3. Line and Staff
Conflict
Inter Organizational Conflict:
Inter organizational
interaction results in conflict among different organizations. However, it is
not necessary that such interaction may result in conflict.
Group Conflict
Intergroup conflict:
Conflict
among members of a group
Early stages
of group development
Ways of doing
tasks or reaching groups goals
Intergroup conflict:
Between two or more groups
Individual Conflict:
Intrapersonal conflict:
Occurs within an individual
Threat to a persons values
Feeding of unfair treatment
Multiple and contradictory sources of socialization
Interpersonal conflict:
Between two
or more people a differences in views about what should be done
Differences
in orientation to work and time in different parts of an organization
Reducing Conflict:
Overview:
Lose-lose
methods: parties to the conflict episode
do not get what they want
Win-lose
methods: one party a clear winner; other
party a clear loser
Win-win
methods: each party to the conflict
episode gets what he or she wants
Lose-lose
methods:
Avoidance
Withdraw, stay away
Does not permanently reduce conflict
Compromise
Bargain, negotiate
Each loses something valued
Smoothing: find similarities
Win-lose
methods:
Dominance
Overwhelm other party
Overwhelms an avoidance orientation
Authoritative
command: decision by person in authority
Majority
rule: voting
Win-win
methods:
Problem
solving: find root causes
Integration: meet interests and desires of all parties
Super ordinate goal: desired by all but not reachable alone
Tips for Managing Workplace Conflict
Build good relationships before conflict occurs
Do not let small problems escalate; deal with them
as they arise
Respect differences
Listen to others perspectives on the conflict
situation
Acknowledge feelings before focussing on facts
Focus on solving problems, not changing people
If you cant resolve the problem, turn to someone
who can help
Remember to adapt your style to the situation and
persons involved
CONCLUSION:-
Lose-lose
methods: compromise
Win-lose
methods: dominance
Win-win methods: problem solving
REFERENCES:
1. Picker B. American
Bar Association. Section of dispute resolution mediation practice guide: a
handbook for resolving business disputes. 2nd ed. Washington, DC: American Bar
Association Section of Dispute Resolution, 2003
2. Singh BD. Nature
of Conflict. Managing Conflict and Negotiation. Excel Books. New Delhi. 2008.
First edition: pp 24-25.
3.
Schermerhorn, Hunt, Osborn,
2006. Conflict in Organizations. Organizational Behavior, 9th Edition, New
Delhi. pp 338-341
Received on 27.07.2015 Modified on 24.08.2015
Accepted on 01.09.2015 © A&V Publication all right reserved
Int. J. Adv. Nur. Management 3(4): Oct. - Dec. 2015; Page 377-378
DOI: 10.5958/2454-2652.2015.00038.4