You can locate conflict at various levels. There could be conflict within oneself, between individuals, between groups, etc. We now discuss various levels of conflicts and their types.
Conflict within an Individual
Different types of conflicts could arise within an individual. Suppose you get an excellent job offer in a city where you are not willing to go to. In such a caseyou are attracted to and repelled by the same object − an approach- avoidance conflict. Similarly, you may be attracted to two equally appealing alternatives like seeing a movie or going for a picnic − an approach-approach
conflict. You may also be repelled by two equally unpleasant alternatives like the threat of being dismissed if you fail to report against a friendly colleague who is guilty of breaking the organisation's rules − an avoidance-avoidance conflict.
Conflict between Individuals
Conflict can also take an interpersonal form. Conflict between individuals takes place owing to several factors, but the most common ones are personal dislikes or personality differences. When there are differences only of opinion between individuals about task-related matters, it can be construed as technical conflict rather than interpersonal conflict. Of course, technical and interpersonal conflicts may influence each other due to role-related pressures. The sales manager may put the blame for low sales volume on the production manager for below par quality or not meeting her/his production schedule and may start considering the production manager as an incompetent person. It is often very difficult to establish whether a conflict between two parties is due to rational factors, or it emanates from hidden personal factors.
Conflict between an Individual and a Group
These types of intragroup conflicts arise frequently due to an individual's inability to conform to the group norms. For example, most groups have an idea of a "fair day's work" and may pressurise an individual if s/he exceeds or falls short of the group's productivity norms. If the individual resents any such pressure, s/he could come into conflict with other group members. Usually, it time, substantially deviate from the group norm. So, in most cases, either s/he conforms to the group norm or quits (or is rejected by) the group. Of course,before taking any such extreme step, s/he or the other group members try to influence each other through several mechanisms leading to different episodes of conflict (much to the delight of the researchers in this field calledGroup Dynamics).
Conflict between Groups within an Organisation
Inter-group conflicts are one of the most important types of conflicts to understand, as typically, an organisation is structured in the form of several interdependent task-groups. Some of the usually chronic conflicts in most of the organisations are at this level, e.g., Union vs. Management, one Union vs. another Union; one functional area like production vs. another functional area like maintenance; direct recruits vs. promotees, etc. What kind of conflicts doyou come across between groups within a power utility?
Conflict between Organisations
Conflict between organisations is considered desirable if limited to the economic context only. The laissez-faire economy is based on this concept. It 100is assumed that conflict between organisations would lead to innovative and new products, technological advancement, and better services at lower prices.
Conflict within an Individual
Different types of conflicts could arise within an individual. Suppose you get an excellent job offer in a city where you are not willing to go to. In such a caseyou are attracted to and repelled by the same object − an approach- avoidance conflict. Similarly, you may be attracted to two equally appealing alternatives like seeing a movie or going for a picnic − an approach-approach
conflict. You may also be repelled by two equally unpleasant alternatives like the threat of being dismissed if you fail to report against a friendly colleague who is guilty of breaking the organisation's rules − an avoidance-avoidance conflict.
Conflict between Individuals
Conflict can also take an interpersonal form. Conflict between individuals takes place owing to several factors, but the most common ones are personal dislikes or personality differences. When there are differences only of opinion between individuals about task-related matters, it can be construed as technical conflict rather than interpersonal conflict. Of course, technical and interpersonal conflicts may influence each other due to role-related pressures. The sales manager may put the blame for low sales volume on the production manager for below par quality or not meeting her/his production schedule and may start considering the production manager as an incompetent person. It is often very difficult to establish whether a conflict between two parties is due to rational factors, or it emanates from hidden personal factors.
Conflict between an Individual and a Group
These types of intragroup conflicts arise frequently due to an individual's inability to conform to the group norms. For example, most groups have an idea of a "fair day's work" and may pressurise an individual if s/he exceeds or falls short of the group's productivity norms. If the individual resents any such pressure, s/he could come into conflict with other group members. Usually, it time, substantially deviate from the group norm. So, in most cases, either s/he conforms to the group norm or quits (or is rejected by) the group. Of course,before taking any such extreme step, s/he or the other group members try to influence each other through several mechanisms leading to different episodes of conflict (much to the delight of the researchers in this field calledGroup Dynamics).
Conflict between Groups within an Organisation
Inter-group conflicts are one of the most important types of conflicts to understand, as typically, an organisation is structured in the form of several interdependent task-groups. Some of the usually chronic conflicts in most of the organisations are at this level, e.g., Union vs. Management, one Union vs. another Union; one functional area like production vs. another functional area like maintenance; direct recruits vs. promotees, etc. What kind of conflicts doyou come across between groups within a power utility?
Conflict between Organisations
Conflict between organisations is considered desirable if limited to the economic context only. The laissez-faire economy is based on this concept. It 100is assumed that conflict between organisations would lead to innovative and new products, technological advancement, and better services at lower prices.
There are several types of conflicts according to different classification schemes. Some schemes are explained ahead:
Classification Scheme I
a) Functional conflict: This is a constructive form of conflict because people primarily differ on ideas or perceptions. It supports the goals of the group and improves its performance. It also leads to innovation and creativity.
b) Dysfunctional conflict: This is a destructive form of conflict. Traditional view of conflict is known for its dysfunctional nature. It involves anger,hostility and frustration, and affects group performance. Managers find it difficult to identify whether a conflict is functional or dysfunctional. The following questions may be used to diagnose whether a conflict is functional or dysfunctional:
•Are the parties in conflict hostile to each other?
•Is the outcome likely to be negative for the organization?
•Do the potential losses of the parties exceed any potential gains?
•Is energy being diverted from goal accomplishment?
•If the majority of these questions have yes as answers, then you are probably faced with dysfunctional conflict. Such conflict needs to be resolved on an urgent basis. If answers to these questions are negative, then you may be in the zone of functional conflict, which you may choose to stimulate. Another situation, where as a manager you may like to stimulate conflict is when the group is in the process of groupthink and is not willing to examine various alternatives and its creativity has gone down.
Classification Scheme II
a) Task conflict: Relates to content and goal of work.
b) Relationship conflict: Based on interpersonal relationships
c) Process conflict: Relates to how the work gets done.
Classification Scheme III
This involves two types of conflicts based on their contents/sources.
a) Intrinsic conflict: It is based on rational and intellectual contents.Resolving intrinsic conflict requires an analytical approach.
b) Extrinsic conflict: It has psychological and emotional contents. Resolving extrinsic conflict requires social tackling diplomatically.
Classification Scheme IV
In this scheme, classification is based on perfected frustrations and emotions.
a) Realistic conflict: It is based on rational, task or goal oriented confrontations.
b) Non-realistic conflict: It is based on projected frustrations and emotions.
Classification Scheme V
Conflict may also be classified based on the situation.
a) Substantive conflict: These are task related conflicts.
b) Affective conflict: This conflict is related to socio-emotional or interpersonal relational issues.
In addition, there are two more types of conflicts.
• Inter-role conflict: It occurs when a person receives contradictory expectations in the same role. It may also be due to competing demand between two different roles carried out by an individual. For example, a manager may suggest to an employee to finish the project under tight schedule, which is really unrealistic. This may generate inter-role conflict.
• Person-role conflict: This type of conflict arises when an individual is asked to do certain things as a part of his/her role, which is against his/her personal value system. For example, a person strongly feels the need to prevent environmental pollution in providing supply to a locality/ individual.But s/he is asked to defend the act of unguarded pollution of her/his company to the Government officials. Such expectations put a person in the person-role conflict.
a) Functional conflict: This is a constructive form of conflict because people primarily differ on ideas or perceptions. It supports the goals of the group and improves its performance. It also leads to innovation and creativity.
b) Dysfunctional conflict: This is a destructive form of conflict. Traditional view of conflict is known for its dysfunctional nature. It involves anger,hostility and frustration, and affects group performance. Managers find it difficult to identify whether a conflict is functional or dysfunctional. The following questions may be used to diagnose whether a conflict is functional or dysfunctional:
•Are the parties in conflict hostile to each other?
•Is the outcome likely to be negative for the organization?
•Do the potential losses of the parties exceed any potential gains?
•Is energy being diverted from goal accomplishment?
•If the majority of these questions have yes as answers, then you are probably faced with dysfunctional conflict. Such conflict needs to be resolved on an urgent basis. If answers to these questions are negative, then you may be in the zone of functional conflict, which you may choose to stimulate. Another situation, where as a manager you may like to stimulate conflict is when the group is in the process of groupthink and is not willing to examine various alternatives and its creativity has gone down.
Classification Scheme II
a) Task conflict: Relates to content and goal of work.
b) Relationship conflict: Based on interpersonal relationships
c) Process conflict: Relates to how the work gets done.
Classification Scheme III
This involves two types of conflicts based on their contents/sources.
a) Intrinsic conflict: It is based on rational and intellectual contents.Resolving intrinsic conflict requires an analytical approach.
b) Extrinsic conflict: It has psychological and emotional contents. Resolving extrinsic conflict requires social tackling diplomatically.
Classification Scheme IV
In this scheme, classification is based on perfected frustrations and emotions.
a) Realistic conflict: It is based on rational, task or goal oriented confrontations.
b) Non-realistic conflict: It is based on projected frustrations and emotions.
Classification Scheme V
Conflict may also be classified based on the situation.
a) Substantive conflict: These are task related conflicts.
b) Affective conflict: This conflict is related to socio-emotional or interpersonal relational issues.
In addition, there are two more types of conflicts.
• Inter-role conflict: It occurs when a person receives contradictory expectations in the same role. It may also be due to competing demand between two different roles carried out by an individual. For example, a manager may suggest to an employee to finish the project under tight schedule, which is really unrealistic. This may generate inter-role conflict.
• Person-role conflict: This type of conflict arises when an individual is asked to do certain things as a part of his/her role, which is against his/her personal value system. For example, a person strongly feels the need to prevent environmental pollution in providing supply to a locality/ individual.But s/he is asked to defend the act of unguarded pollution of her/his company to the Government officials. Such expectations put a person in the person-role conflict.
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