Organizational conflict and its resolution are central to workplace productivity and harmony. This text explores the dynamics of conflict, the role of managers in conflict resolution, and the phases of the Conflict Process Model. It also discusses theoretical insights and practical strategies for managing conflicts, emphasizing the importance of communication, collaboration, and understanding the root causes of disputes.
Show More
Conflict antecedents, such as communication breakdowns and personal differences, create the potential for conflict in organizations
Emotional Responses
When conflict is perceived, parties involved may experience emotional responses that can escalate the situation
Manifest Conflict
The perception of conflict can lead to observable conflict interactions
The conflict process culminates in either constructive or destructive outcomes for the organization's performance
Intrapersonal conflict occurs within an individual, often due to internal psychological states
Intergroup conflict arises between different groups within an organization
Understanding the specific antecedents of different types of conflict is crucial for developing effective resolution strategies
Managers play a critical role in managing conflicts within organizations, as their approach can significantly affect workplace atmosphere and employee relations
Collaboration and Mutual Understanding
Effective managers employ strategies that foster collaboration and mutual understanding to mitigate conflict
Conflict Management Styles
Managers should be familiar with different conflict management styles, such as competing, avoiding, accommodating, compromising, and collaborating, to effectively handle conflicts
Managers should proactively address each stage of the conflict process to effectively manage conflicts in the workplace
Psychoanalytic theory examines the influence of internal psychological states on conflict within organizations
Social identity theory considers the impact of group affiliations on conflict within organizations
Game theory applies mathematical models to predict the outcomes of conflicts in organizations
Integrative theory synthesizes multiple viewpoints to provide a comprehensive understanding of conflict within organizations
00
Conflict Antecedents
Conditions fostering potential conflict, e.g., communication issues, structural disparities, personal differences.
01
Conflict Perception and Emotional Response
Recognition of conflict leads to emotional reactions, potentially escalating the situation.
02
Conflict Outcomes
Resolution can be constructive, improving conditions, or destructive, worsening discord.
