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Organizational Conflict or otherwise known as workplace conflict, is described as the state of disagreement or misunderstanding, resulting from the actual or perceived dissent of needs, beliefs, resources and relationship between the members of the organization.
Organizational conflict is an internal misunderstanding or disagreement that can occur between colleagues or leaders. These kinds of disagreements can lead to a lack of cohesion and collaboration in the workplace.
This paper examines the causes, effects and remedies of organizational conflict. What are the things that lead to conflicts in organizations?
Key Takeaway. Conflict can be a problem for individuals and organizations. There are several different types of conflict, including intrapersonal, interpersonal, and intergroup conflict. Moderate conflict can be a healthy and necessary part of organizational life.
The authors suggest strategies to tailor a conflict resolution approach for each type, so that managers can address conflict as close to its origin as possible.
In the sections that follow, several aspects of conflict in organizations are considered. First, conflict is defined, and variations of conflict are considered by type and by level. Next, constructive and destructive aspects of conflict are discussed.
Conflict challenges leaders and teammates and engages them in the full range of experiences that organizations offer. Research on how to manage conflict is critical to understanding relationships and organizations as well as how to make them effective.
Organizational conflict, or workplace conflict, is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations.
Research has found a relationship between how organizational leaders manage conflict, their openness to the related phenomenon of employee dissent, and employee satisfaction with the organization, leadership, and their perceptions of organizational justice.
Pondy has identified three major conceptual approaches to managing organizational conflicts: (i) bargaining approach, (ii) bureaucratic approach, and (iii) systems approach.