Difference Between Functional And Dysfunctional Conflict

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There is a common misconception that all conflict is "bad." This word "conflict" normally yields a negative connotation and is precieved as a problem that must be fixed, in which a solution must be sought-- resuling in a winning party and a losing party. In the managerial world this is not always the case when it comes to conflicts. There is two types of conflicts that can occur within a work group, these are called functional and dysfunctional conflicts. While both of these types of conflicts occur within work groups it is the manager 's job to increase the number of functional conflicts and decreased the number of dysfunctional conflicts.
The two types of conflict often occur when a group of employees are working together on a specific project.
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It is the responcibility of the manager to avoid dysfunctional conflicts and encourage functional conflicts to increase the productivity of the business or work group. To do this there are many strategies that can be implemented to encourage working out conflicts rather then letting them become larger problems. When hiring staff or assigning work groups it is very important that the manager selects workers that are willing to listen to others as well as have input on the problems, or ideas at hand. Employees that can see the pros and cons of both their ideas and the ideas of others will be very valuable in avoiding dysfunctional conflicts. Innovative employees can also increase the work productivity due to the generations of new ideas, and ways to improve different aspects of the business. A manager or employer would want to avoid hiring employees who are too quiet and unwilling to share their ideas with the group, preventing the innovative environment in the work group. A manager on the other hand should be sure that the employee who is willing to share their ideas with the group is also willing to listen to the ideas of others and not stand their ground until the end, causing dysfunctional conflicts. The hiring process can be very important in increasing functional conflicts and decreasing those that are dysfunctional. Another way for managers to increase functional conflicts is to actively encourage a positive enviroment and reward those who think outside the norm. When members of work groups see the innovative employees being rewarded with higher jobs and more oppertunities it will imediatey make them strive to become better and more solution-based

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