Conflict

Question 1

What is conflict?

Answer 1

A disagreement between two or more parties who perceive that they have incompatible concerns. Organisational conflict, is a state of discord caused by the opposition of needs, values and interests between people working together.

Question 2

What are the stages of conflict and by who?

Answer 2

Pondy
Stage 1 – Latent Conflict
Stage 2- Perceived conflict 
Stage 3- Felt conflict 
Stage 4- Manifest conflict 
Stage 5- Conflict outcome: Functional/ Dysfunctional

Question 3

Name 5 types of conflict and some examples.

Answer 3

• Intrapersonal (The Self) Eg: Work Life Balance; Ethical dilemma; Personality
• Interpersonal Eg: Role Conflict; Culture; Relationship
• Intragroup Eg: Inequity of Reward, Promotion; Roles;
• Intergroup Eg: Departmental Resources; Practices
• Interorganisation Eg: Mergers; Takeovers; Industry

Question 4

What is frame of reference?

Answer 4

refers to a particular position or set of assumptions held by employees and how these views have a bearing in conflict situations

Question 5

What is unitarist?

Answer 5

Sees organisations as essentially harmonious, co-operative structures
Assumes shared interests exist between workers & managers
De-politicises the relations between groups, treating Conflict as Negative & needing to be resolved.
Often blames 3rd party agitators such as unions

Question 6

What is pluralist?

Answer 6

Sees organisations as a collection of groups, each with their own legitimate interests
Conflict is inevitable as each group pursues its own objectives
Conflict shows parties that they disagree and that compromise & negotiation is essential
Conflict is not automatically harmful, does not need to be eliminated
Conflict should be institutionalised
through collective bargaining

Question 7

What is radical?

Answer 7

Conflict is the inevitable outcome of exploitative employment relations in a capitalist economy
Those that own the means of production exploit the employees ( Marxist critique of capitalism )
Individuals and groups engage in covert methods of exerting control

Question 8

What is interactionist?

Answer 8

Refined version of pluralism
Conflict is inevitable & necessary
There is an optimum level of conflict
(too much will hamper an organisation’s welfare & too little will stilt any impetus to change)
Functional conflict should be encouraged as it challenges complacency & allows innovation

Question 9

Explain dysfunctional vs functional conflict

Answer 9

Dysfunctional conflict- undesirable and leads to negative outcomes like aggression, violence and hostility.

Functional conflict- has the potential to stimulate creative resolution of problems and lead to a positive outcome.

Question 10

Name some benefits of functional conflict (Taffinder 1998)

Answer 10

Increased motivation to deal with underlying problems
Sharpening people’s understanding of the business goals & increasing their creativity
Stimulating a sense of urgency
Increasing understanding of differences between groups

Question 11

Name 6 devices organisations use to co-ordinate activities

Answer 11

Rule, policies & procedures 
–Using hierarchy 
–Goal clarification & communication 
–Temporary task forces 
–Permanent project teams 
–Liaison roles 
–Integrator roles

Question 12

Name 2 Conflict Resolution Approaches (Thomas 1976)

Answer 12

Assertiveness - a person’s desire to satisfy his own concerns
Co-operation - the willingness to satisfy the other party’s concerns

Question 13

Name 5 conflict management strategies

Answer 13

Accommodation
one party simply gives in to the other party
Avoidance
two parties try to ignore the problem and do nothing to resolve the disagreement
Competition -each party tries to maximize its own gain and has little interest in understanding the other’s position
Compromise -each party is concerned about their goal accomplishment and is willing to engage in give-and-take exchange to reach a reasonable solution.
Collaboration- parties try to handle the conflict without making concessions by coming up with a new way to resolve their differences that leaves them both better off.

Question 14

What is mediation and arbitration?

Answer 14

Mediation
Neutral 3rd party assists in achieving a negotiated solution
Mediator does not control the agreement, they influence the resolution process
Causes less damage to long-term relationships
Arbitration
A 3rd party can impose an agreement that is binding on parties in conflict
Often used if mediation fails

Question 15

What are some sources of inter organisational conflicts?

Answer 15

Different Goals and Time Horizons- Different groups have differing goals and focus.
Overlapping Authority
Two or more managers claim authority for the same activities which leads to conflict between the managers and workers.
Task Interdependencies
One member of a group or a group fails to finish a task that another member or group depends on, causing the waiting worker or group to fall behind.
Different Evaluation or Reward Systems
A group is rewarded for achieving a goal, but another interdependent group is rewarded for achieving a goal that conflicts with the first group.
Scarce Resources
Managers can come into conflict over the allocation of scare resources.
Status Inconsistencies
Some individuals and groups have a higher organizational status than others, leading to conflict with lower status groups.