4.a. Conflict

Question 1

Conflict

Answer 1

A process that materializes when an individual or group perceives that another individual or group is hindering or about to hinder their goals

• Incompatible differences between parties, resulting in opposition or interference
• Can be expressed as antagonism & violation of rules

Question 2

Competition

Answer 2

Doesn’t involve antagonism & people can still operate according to rules when in competition with one another

Question 3

Conflict frames

Answer 3

The lens through which people perceive conflict

Question 4

Relationship oriented frame

Answer 4

Stress over social impacts of conflict
Interpersonal relationships with coworkers

Question 5

Task oriented frame

Answer 5

Stress over goal hinderance
Wanting to accomplish work goals

Question 6

Cooperative perspective

Answer 6

Emphasis on all parties benefiting

Question 7

“Win” orientation

Answer 7

Emphasis on gaining ground over opposition

Question 8

Two Dimensions of Conflict in Teams

Answer 8

C (cognitive) - concrete issues dealt with on an intellectual level
A (affective) - subjective matters dealt with on an emotional domain

Question 9

Conflict Perspectives

Answer 9

Unitary perspective
Pluralist perspective
Interactionist perspective

Question 10

Unitary perspective

Answer 10

Conflict was seen as abnormal & dysfunctional, a result of bad communication and a lack of openness & trust

Unitarism involved managers & subordinates all pushing towards the same goal/in the same direction

Harmful view, should be avoided
Earliest interpretation

Question 11

Pluralist perspective

Answer 11

Conflict is the result of individuals pursuing their own interests

Natural & can be beneficial

Conflict can be resolved by a “realistic meeting of minds” where a compromise that benefits everyone is reached

Question 12

Interactionist perspective

Answer 12

Functional/constructive conflict
Minimum level of conflict is encouraged - to ensure viability (successful working), creativity & self-critical behaviour
Facilitates goals, creativity, drive for change, new perspectives

May be more effective in groups where change & new approaches are necessary & beneficial (e.g. advertising or research) than groups with highly programmed activities (e.g. assembly line)

Question 13

Dysfunctional/destructive conflict

Answer 13

Opposite of functional/constructive conflict
Enhances in-fighting, leads to uncontrolled opposition or discontent, blocks communication
Adverse effect on group & goals
Could lead to workplace violence

Question 14

Group conflict

Answer 14

Lateral - two groups in an organisation
Emergent - collision of two social forces