Types of Organizational Conflicts

1. FARSANA
M140005MS

2. ORGANIZATIONAL CONFLICT
0 Conflict is a process of social interaction and a social situation,
where interests and activities of participants (individuals or
groups) actually, or apparently, confront, block and disable the
realization of one party’s objectives.
0 Today’s Organization may face greater potential for conflict
than ever before in history.
0 Direct communication on time can avoid the conflict and it
impact can be minimized.

3. ROLE OF COMMUNICATION
without good internal communication there is no good
external communication, which will then result in
inadequate performance. In addition, it is not possible to
imagine organizational communication without conflict

4. FORMS OF CONFLICTS
1. Inter organizational conflicts.
2. Intra Organizational Conflicts(Vertically).
3. Intergroup Conflicts.
4. Intragroup Conflicts.
5. Interpersonal Conflicts.
6. Intrapersonal Conflicts

5. INTER-ORGANIZATIONAL
CONFLICT

6. INTRA-ORGANIZATIONAL CONFLICT

7. INTERGROUP CONFLICT

8. INTRA-GROUP CONFLICT

9. INTERPERSONAL CONFLICT

10. INTRA-PERSONAL CONFLICT
0 Inter-role conflict
0 Intra-role conflict

11. CAUSES OF CONFLICTS

12. STRUCTURAL FACTORS
0 Specialization and Goal differences

13. STRUCTURAL FACTORS
0 Interdependence

14. STRUCTURAL FACTORS
0 Common resources

15. STRUCTURAL FACTORS
0 Authority relationship

16. STRUCTURAL FACTORS
0 Status inconsistencies

17. STRUCTURAL FACTORS
0 Jurisdictional ambiguity-unclear line of responsibility
Eg: Hardware and Software dilemma

18. PERSONAL FACTORS
0 Skills and Abilities
0 Personalities

19. PERSONAL FACTORS
0 Perception
different perception of managers and employees
0 Emotions

20. PERSONAL FACTORS
0 Communication Barriers
0 Cultural Differences

21. FUNCTIONAL CONFLICTS
0 Positive Conflict.
0 Healthy, constructive disagreement between two or more
people.
0 Encourage new solutions to the problems and enhance
creativity in the organization.
0 Improve work relationship.
0 Key to Conflict Management is to stimulate functional
conflict.

22. DYSFUNCTIONAL CONFLICT
0 Unhealthy, destructive disagreement between two or
more people.
0 Focus on conflict itself.
0 Origin is often emotional or behavior.
0 Potential losses of the parties
0 Resolve the conflict for effective organizational work.

23. POSITIVE CONSEQUENCES
0 Leads to new ideas
0 Stimulates creativity
0 Motivates Change
0 Promotes Organizational Vitality
0 Helps individuals and group establish identities
0 Serves as safety valves to indicate problems

24. NEGATIVE CONSEQUENCES
0 Diverts energy from works
0 Threatened psychological well-being
0 Wastes resources
0 Creates a negative climate
0 Breaks down Groups Cohesion
0 Can increase hostility and aggressive behaviors.

25. CONFLICT MANAGEMENT TECHNIQUES
Superordinate Goals
Expanding Resources
Changing Personnel
Changing structure
Confronting and negotiating

26. CONFLICT MANAGEMENT STYLES