Functional and Disfunctional /
conflicts/competitions
Conflicts
Definition
Conflict has been defined as tension arising from
incompatible needs, in which the actions of one
frustrate the ability of the other to achieve a goal.
____
Valentine
Nature of conflict
All conflicts have certain things in common:
concrete content issues and process issues,
which involve our emotional response to the
situation.
Types of Conflict
Intrapersonal A conflict can be internal or
intrapersonal; that is, it can represent opposing feelings
within an individual.
Interpersonal The conflict may be interpersonal,
occurring between two or more people.
Uses of Conflict
Functional Dysfunctional
Conflict Conflict
Functional Conflict
Creative confrontation is a struggle between persons
who are engaged in a dispute or controversy and who
remain together, face to face, until acceptance, respect
for differences, and love emerge; even though persons
may be at odds with the issue, they are no longer at
odds with each other.
Clark Moustakis(1974)
Functional Conflict
The critical factor is the willingness to explore
and resolve it mutually. Appropriately handled,
conflict can provide an important opportunity
for growth.
Dysfunctional Conflict
Several identifiable elements may occur in
dysfunctional conflict:
information is withheld;
feelings are expressed too strongly;
the conflict is obscured by a double message;
feelings are denied or projected onto others;
conflicts are not resolved, so issues build up.
Dysfunctional Conflict
Nonproductive conflicts are characterized by
feelings that are misperceived or stated too intensely.
The problem occurs when the emotions distort the
content issue.
Personal Style of Response to Conflict
Avoidance
Accommodation
Competition
Collaboration
Discriminate of Four Styles
Style Proper situation Function
the other individual is more
powerful or the cost of just postpone the
Avoidance addressing the conflict is higher conflict,
than the benefit of resolution. lose-lose
when the issue is more promotes harmony and
Accommodation important to the other person gains credits that can
be used at alater
date, lose-win
used in the past by corporate It is an effective style
managers when there is a need
Competition for a quick
decision.no lose, no
win
Collaboration both parties commit to finding the most effective style
a mutually satisfying solution for genuine
resolution ,win-win
Factors that influence Responses to Conflict
Gender Prefer
women accommodative conflict management styles
such as compromise and avoidance
men collaboration
competitive, unyielding and aggressive
strategies
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Factors that influence Responses to Conflict
Culture Tend to use
group commitment avoidance and less confrontation
and cooperation
individualism competing/ dominating styles
Stages of Conflict
1. Latent conflict, in which disparities exist.
2. Perceived conflict, in which disparities are recognized.
3.Felt conflict, in which feelings(such as anger)erupt.
4.Over conflict, in which feelings are acted out in
observed behaviors.
5.Resolution,in which the outcome is known to all
participants.
Types
Task Conflict
of Conflict
Conflicts over content
and goals of the work.
Relationship Conflict
Conflict based on
interpersonal
relationships.
Process Conflict
Conflict over how work gets
done.
The Conflict Process
Consequences of Dysfunctional Intergroup
Conflict
Changes Changes
within between
groups groups
✔ Increased ✔ Distorted
group perceptions
cohesiveness of group’s
✔ Greater importance
autocratic ✔ Negative
leadership stereotyping
✔ Focus on ✔ Decrease in
activity communicatio
✔ n
Managing Intergroup Conflict Through
Negotiation
Cross-Cultural Group
Negotiations Negotiations
Managing Intergroup Conflict Through
Negotiation (continued)
◆ Prenegotiation Tasks
– Understanding the other side
– Knowing all the options
◆ Negotiation Tactics
– Good-guy / bad-guy team
– The nibble
– Joint problem solving
– Power of competition
– Splitting the difference
– Low-balling
Managing Intergroup Conflict Through
Stimulation
◆ Communication
◆ Bringing outside individuals into the group
◆ Altering the organization’s structure
◆ Stimulating competition
