Conflict in Organisation- Positive & Negative Effects
Conflict in Organisation
Conflict is a process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about.
Conflict must be perceived by the parties to it; whether or not a conflict exists is a perception issue. If no one is aware of a conflict, then it is generally agreed that no conflict exists.
Additional commonalities in the definitions are opposition or incompatibility and Some form of interaction.
Actually, conflict comes from the Latin word for striking, but it isn’t always violent.
Conflict can arise from opposing ideas; A conflict is a struggle or an opposition. If you and your best friend both fall in love with the same person, you will have to find some way to resolve the conflict. If you want to turn your empty lot into a community garden but your wife envisions a shooting range, you have a conflict.
If you’re tom between two different desires, you’re conflicted.
If you schedule a dentist appointment that conflicts with a meeting, you’ll have to cancel one of them.
We can define conflict as a process that begins when one party perceives that another party has negatively affected, or is about to negatively affects, something that the first party cares about.
We can define conflict in the following ways too:
- A serious disagreement or argument, typically a protracted one.
- Incompatibility between two or more opinions, principles, or interests.
- A strong disagreement between people, groups, etc., that results in an often angry argument.
Effects of Conflict in Organization
Conflict within an organization can lead to creative solutions. As organizations strive to achieve their goals, they are often met with challenges they must overcome as a team.
Challenges leave room for conflict between members, other organizations, communities and other parties involved in the organization’s mission.
While “conflict” often has a negative connotation, the effects of conflict within an organization can be positive and negative.
Positive Effects of Conflict in an Organization
- Social Change,
- Decision Making,
- Reconciliation,
- Group Unity,
- Group Cooperation,
- Inspire Creativity,
- Share and Respect Opinions,
- Improve Future Communication, and
- Identify New Members.
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Social Change-
Conflict contributes to social change ensuring both interpersonal and intergroup dynamics remain fresh and. reflective of current interests and realities.
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Decision Making-
Conflict serves to “discourage premature group decision making,” forcing participants in the decision-making process to explore the issues and interests at stake.
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Reconciliation-
Conflict allows for the reconciliation of the parties’ concerns, which can lead to an agreement benefiting both parties’ needs, and often their relationship and organizations.
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Group Unity-
Conflict strengthens intragroup unity by providing an outlet for group members to discuss and negotiate their interests within the group. Without intragroup conflict, the health of the group typically declines.
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Group Cooperation-
Conflict between groups produces intra-group unity as the conflict provides the opportunity for increased intra-group cooperation while working towards the group’s common goal for the conflict’s outcome.
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Inspire Creativity-
Fortunately, some organization members view conflict as an opportunity for finding creative solutions to solve problems. Conflict can inspire members to brainstorm ideas while examining problems from various perspectives.
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Share and Respect Opinions-
As organization members work together to solve a conflict, they are more willing to share their opinions with the group. Conflict can also cause members to actively listen to each other as they work to accomplish the organizations’ goals.
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Improve Future Communication-
Conflict can bring group members together and help them learn more about each other.
From learning each others’ opinions on topics relevant to the organization’s, growth to understanding each member’s preferred communication style, conflict within an organization can give members the tools necessary to easily solve conflicts in the future.
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Identify New Members-
Within organizations members actively participate in each meeting, enjoy serving on multiple committees and have an opinion on each topic the group discusses. There are also members who seemingly contribute little to the group and observe more than talk.
Conflict within an organization can inspire typically silent members to step up and demonstrate their leadership skills by offering meaningful solutions to the problem the group is facing.
Negative Effects of Conflict in an Organization
- Mental Health Concerns,
- A decrease in Productivity,
- Members Leave Organization,
- Violence,
- Distract Primary Purposes, and
- Psychological Problem.
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Mental Health Concerns-
Conflict within an organization can cause members to become frustrated if they feel as if there’s no solution in sight, or if they feel that their opinions go unrecognized by other group members.
As a result, members become stressed, which adversely affects their professional and personal lives.
Organization members may have problems sleeping, loss of appetite or overeating, headaches and become unapproachable. In some instances, organization members may avoid meetings to prevent themselves from experiencing stress and stress-related symptoms.
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Decrease in Productivity-
When an organization spends much of its time dealing with conflict, members take time away from focusing on the core goals they are tasked with achieving.
Conflict causes members to focus less on the project at hand and more on gossiping about conflict or venting about frustrations.
As a result, organizations can lose money, donors and access to essential resources.
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Members Leave Organization-
Organization members who are increasingly frustrated with the level of conflict within an organization may decide to end their membership. This is especially detrimental when members are a part of the executive board or heads of committees
Once members begin to leave, the organization has to recruit new members and appoint acting board members.
In extreme cases, where several members leave or an executive board steps down, organizations risk dissolution,
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Violence-
When conflict escalates without mediation, intense situations may arise, between organization members. It’s unfortunate, but organizational conflicts may cause violence among members, resulting in legal problems for members and possibly the organization.
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Distract Primary Purposes-
Conflict can distract individuals and groups from their primary purposes, leaving them with less time and resources for other activities.
When a conflict involves the use of “heavy contentious tactics,” it can cause the individuals or groups involved in the conflict as well as individuals or groups not involved in the conflict to divert time and resources away from other needs.
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Psychological Problem-
Conflict can have both short term and long term effects on the physical and psychological health of the individuals involved in or affected by the conflict.
In worst-case scenarios the psychological consequences can include deep trauma and diminished coping mechanisms.
Important links
- Organisational Change & its Sources of Change
- Group Decision Making- Advantages, Disadvantages & Weaknesses
- Sources of Attitudes | Difference between Attitude & Behaviour
- Barriers & Ways to Change Attitudes in Organisational Behaviour
- Perceptual Process & its Role | Perception in O.B.
- Perception in O.B.- Meaning, Definition, Nature, Importance etc.
- Organisation Behaviour and Industrial & Organizational Psychology
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