What do you understand by conflict? Examine their negative and positive outcomes in organization.
4 years ago
Organizational Behavior
Meaning of Conflict
Conflict is a situation in which two or more parties feel themselves in opposition. In other words, conflict is a process in which an effort is purpose fully made by one person or unit to block another that results in frustrating the attainment of other goals or the furthering of his or her interests.
Positive Outcomes of Conflict
More often conflict leads to certain positive outcomes. A few of them are:
- It provides as individual a chance to think again, undertake self-introspection and have a second look at the existing things, be they procedures, policies, equipment, behaviors etc. In this regard, conflict is a major stimulant for change.
- It leads to innovation and at times, to new direction. It is therefore, even necessary for organization survival and growth.
- It helps seek classification and generate search behaviour.
- At times, conflict is also used as means to certain ends and creates confusion or set subordinates against each other in order to maintain the interested party's own position. It may not be a positive outcome in the strict sense of the term from the organizational point of view, but it is certainly a management strategy toward off problems temporarily. It may be viewed as an unavoidable cost of the pursuit of one's aspiration.
- When conflict is developed, attention is immediately drawn to the malfunction parts of a system. It is an indication that the situation calls for improvement. Conflicts are, therefore, an essential portion of a cyber-native system.
- It energies people and leads to mild stimulation. Moreover, it helps the employees to test their capicities.
- It serves as a cementing force in a group and incredible unity is witnessed even in a heterogeneous group in times of tension.
- For some. It is exhilarating, provides endless challenge and meaning to their lines.
Negative Outcomes of Conflict
- When conflict does not lead to solution of a problem, it is unproductive and investment of time and effort goes waste.
- It is undesirable if it creates a climate of distrust and suspicion among people, if some people feel defeated and if it develops antagonism instead of spirit of cooperation.
- When management loses objectivity and treats disagreement as equivalent to disloyalty and rebellion, an opportunity for creativity should be deemed to have been lost. It may even pour oil over troubled waters; exploit differences to strengthen itself and weaken other, and accept resolution capable of different interpretations.
- In an attempt to find a solution, management may gloss over serious difference and suppress certain feelings which may except at inappropriate moments and hit safe targets.
- In the event of a conflict, there may be intensification of internalization of sub unit goals which may result in the neglect of overall organizational goals.
Bijay Satyal
Oct 30, 2021