OB CH-5.pptx organizational behavior course notes

Ob note

1. ORGANIZATIONAL BEHAVIOR BY: BELEW Z

2. CHAPTER FIVE MANAGEMENT OF ORGANIZATIONAL CONFLICT

3. Introduction In present corporate environment conflict has become very common phenomenon. Conflict can be considered as expression of hostility, negative attitude, aggression and misunderstanding Conflict is bad as it has adverse effects on the individual performance. If conflict is beyond control it takes a destructive dimension. When employees do not cope up with the conflict situation, there is an increased absenteeism and exit of employees.

4. Definition Conflict can be defined as the process that begins when one party perceives that another party has negatively affected something that the first party cares about. Disagreement between two or more individuals or groups, with each individual or group trying to gain acceptance of its views or objective over others. Stiff opposition due to incompatibility of organizational goals characterizes it. Conflict can also be caused due to difference about interpretation of facts or issues involved. It could be covert or overt and can be seen when one observes violent acts of individual in organizations.

5. Nature and scope of Conflict When individual interacts with another individual there will be misunderstanding & leads to individual conflict. Inter-group conflict occurs due to group competition & group cohesiveness. This leads to a feeling of ‘we’ & ‘they’ . Conflict can arise between employer and employees , management and workers, one department and another, stakeholders, shareholders, producer and customers. There can be vertical and horizontal conflicts; or individual conflict, group conflict and organizational conflict.

6. Functional and Dysfunctional Conflict Functional Conflict - that supports the individual and group goals, which leads to higher performance. Dysfunctional Conflict- conflicts that hinders individual or group performance. generally takes destructive form. If the conflict contributes towards higher performance then the conflict should be called functional or otherwise dysfunctional.

7. Functional Conflict Conflict develops cohesiveness within the group members. Conflict leads to innovation and creativity, as there is competing sprit among various groups. Conflict provides challenging work environment enhances opportunities for self-development. Enhance work culture

8. Dysfunctional Conflict Conflict may lead to absenteeism and increased turn over if not controlled in time. A climate of distrust and suspicion is created opportunity for creativity would be lost and employees would lose interest in their job. Disagreement with management

9. Conflict can be… Task oriented conflict- relates to the group/individuals goals or objectives to be achieved. Behavioral conflict- relates to individual’s value system, approach, attitude, ego state, skill and norms. Studies reveal that most of the dysfunctional conflict fall under this category. Structural Conflict- related to how a task is being accomplished in the organization. It is related with various processes, procedures, drills and instructions that are being followed on a particular job.

10. Causes of Conflict Communicational Aspect- Poor communication, passing of an incomplete information, Inadequate communication (less/over) & Filtration effect. Differences in Functional Orientations Task Relationships: organizational tasks are interrelated and affect one another. Overlapping authority, task interdependence, and incompatible evaluation systems. Scarcity of Resources: Competition for scarce resources produces conflict; Budget fights, allocation of capital, & salaries and benefits

11. Types of conflict Intra-personal Conflict- Intra personal conflict is also called the conflict within the individual. The common sources are Value conflict & Decision-making. 2. Inter-personal Conflict- it relates to conflict between two or more individuals. It is the most common and recognized form of conflict. is caused due to disagreement over goals and objectives of the organization. 3. Intra-Group Conflict- relates to values, status & roles played by an individual in the group & the group norms.

12. Cont’d 4. Inter-Group Conflict- Conflicts between different groups, sections & departments. E.g conflict between production and sales departments over the quality being produced and the customer requirements. 5. Inter-Organizational Conflict- takes place between two dependent organizations. Conflict can take place between government organization, unions and the operating industry.

13. Conflict management strategies Avoidance- One or both parties could avoid facing the conflict/conflicting events. Competing- This strategy is based on win-lose principle of managing conflicts. Collaborating- involves attempt of one party to work with the other party in co-operative manner and find solutions to the problem for mutual benefits. Accommodating- In accommodating mode a person scarifies his/her own interest for accommodating other person’s interest. Compromising- is a mode when both parties try to find out some expedient, mutually acceptable solution that sacrifices both parties partially.

14. Conflict management

15. END OF CHAPTER