In organizations where there are different personalities, views and ideas, you can be sure that you will have your share of conflict. What is conflict? Conflict can be defined as; “when one part perceives that another party has negatively affected, or is about to negatively affect something that the first party cares about. (Robbins & Judge p. 485). We all know the tension that accompanies conflict and there are different ways that people deal with conflict. As leaders and mangers in an organization, it is important that we understand how to deal with conflict the best way possible. We all know leaders who through having bad conflict resolution skills and have ignored the concerns of their employees do the detriment of their organization.
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In this view of conflict, it is believed that conflict is not only inevitable but needed for a healthy group atmosphere. The interactionist view however does not imply that all conflict it good, but that, “some conflicts support the goals of the group and improve its performance; these are functional, constructive, forms of conflict.” (Robbins & Judge p. …show more content…
There are three types of conflict. First there is task conflict, which involves the goals of the work being done. There is also relationship conflict, which involves relationships between other people. Lastly there is process conflict, which involves how work gets completed. Research shows that the most dysfunctional form of conflict is relationship conflict. Instead of having high levels of relationship conflict, which is dysfunctional, research shows that low to moderate levels of process and task conflict are beneficial for an organization. In my personal experience I find healthy conflict a good sign. Many times, people in organizations are afraid to voice their concerns about changes or opposition to a particular course of action, but when they do, their point of view brings a different and needed perspective, making task and process conflict vital to a successful
In this view of conflict, it is believed that conflict is not only inevitable but needed for a healthy group atmosphere. The interactionist view however does not imply that all conflict it good, but that, “some conflicts support the goals of the group and improve its performance; these are functional, constructive, forms of conflict.” (Robbins & Judge p. …show more content…
There are three types of conflict. First there is task conflict, which involves the goals of the work being done. There is also relationship conflict, which involves relationships between other people. Lastly there is process conflict, which involves how work gets completed. Research shows that the most dysfunctional form of conflict is relationship conflict. Instead of having high levels of relationship conflict, which is dysfunctional, research shows that low to moderate levels of process and task conflict are beneficial for an organization. In my personal experience I find healthy conflict a good sign. Many times, people in organizations are afraid to voice their concerns about changes or opposition to a particular course of action, but when they do, their point of view brings a different and needed perspective, making task and process conflict vital to a successful