Conflict and Conflict Management

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Quick Facts

14th November 2022

  • Conflict can exist at different levels in the organisation, between individuals and between different parts of the organisation. Definition of conflict

  • How conflict is addressed in an organisation depends upon the frame of reference of the organisation.

  • Conflict can be seen as an imbalance between the natural tendency of organisations to become differentiated into functions and the subsequent integration of those functions to deliver products and services. Co-ordination-conflict model

  • Organisational conflict can stem from a number of sources. Sources of organisational conflict

  • In addition, the structure of the organisation can itself be a source of conflict. Structural conflict

  • The other main source of conflict is interpersonal conflict, which is individual rather than organisational (although it may also take the form of intergroup rivalry). Interpersonal conflict

  • Dealing with conflict is not easy, and may require special actions and also the deployment of special skills. Conflict resolution

  • A key component of conflict resolution is bargaining, which may take a number of forms.

  • Resolving individual conflicts may be even more complex, especially if the sources of the conflict lie outside the organisation. Resolving conflicts between individuals

Summary

There are two kinds of conflict. First, creative conflict, also known as functional conflict, is the natural debate and argument about concepts and practices that leads to the generation of new ideas and their practical implementation. This is dealt with as a separate topic, Creativity and Creative Conflict.

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There are two kinds of conflict. First, creative conflict, also known as functional conflict, is the natural debate and argument about concepts and practices that leads to the generation of new ideas and their practical implementation. This is dealt with as a separate topic, Creativity and Creative Conflict.

The second kind of conflict is destructive, also known as dysfunctional conflict, and this needs to be managed to reduce, or avoid, its impact on the morale, motivation, performance and public image, both of the organisation as a whole and of the people who form it. This topic focuses on managing destructive conflict, which for convenience will now simply be referred to as conflict.

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