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
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:
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
Avoidance of Tension
Identification of Weakness
Dysfunctional Conflict (Negative):
Conflict that hinders group performance
Resignation of Personnel
Creation of Distrust
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
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.
Conflict among members of a group
Early stages of group development
Ways of doing tasks or reaching groups goals
Between two or more groups
Occurs within an individual
Threat to a persons values
Feeding of unfair treatment
Multiple and contradictory sources of socialization
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
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
Withdraw, stay away
Does not permanently reduce conflict
Each loses something valued
Smoothing: find similarities
Overwhelm other party
Overwhelms an avoidance orientation
Authoritative command: decision by person in authority
Majority rule: voting
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
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
Lose-lose methods: compromise
Win-lose methods: dominance
Win-win methods: problem solving
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