Organiztional Conflict

"a process which begins when one party perceives that the other is frustrated, or is about to
frustrate, some concern of his (or her).
•Perceived by the parties

•Parties are in opposition to one another
•At least one party is blocking the goal attainment of the other party
•Goals can be tangible or psychological
–Money
–Task Achievement
–Happiness

Types of Conflict
Task conflict
Conflict over content and goals of the work
Relationship conflict
Conflict based on interpersonal relationships
Process conflict
Conflict over how work gets done
Sources of conflict
•Organizational hierarchy
•Competition for scarce
resources
•Self-image & stereotypical
views of others
•Differing goals & objectives
•Failures & resultant blame
fixing
•Poor coordination of
activities
Conflict Management Styles
Avoiding - deliberate decision to take no action on a conflict or to stay out of a conflict
Accommodating - concern that the other party’s goals be met but relatively unconcerned with getting
own way
Competing - satisfying own interests; willing to do so at other party’s expense
Compromising - each party gives up something to reach a solution
Collaborating - arriving at a solution agreeable to all through open & thorough discussion