Post on 07-Jul-2015
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Presenter: Dr Muavia Gallie (PhD)
14 September 2011
- TUT- �Organisational Conflict�
EDU210T �
Definition • An expressed struggle • Incompatible goals, scarce resources, and
interference from others
1. Substantive conflict – task oriented – dealing with organisational goals, products, services, systems;
2. Emotional conflict – clash of personalities – anger, mistrust, fear, resentment, etc.
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Forms of Conflict 1. Functional conflict
– Honest difference of opinion based on alternatives;
– Helps to ensure that different options are properly considered;
– Reducing risk of flaws when implementing; – Agree on outcomes, but not on process; – Absence of conflict may indicate a lack of
interest or lazy thinking; – Outcomes of positive thinking (better ideas; new
approaches; resolving problems; clarifying views; stimulating interest; test capacity)
Forms of Conflict … (cont.) 2. Dysfunctional conflict
– Danger and disruptive force (personal glory); – More bitter, less easy to solve; – Confrontation or interaction between two groups
that harms organisation or prevents achievements
– Outcomes of negative conflict (withdrawal and less productivity; increased distance between people with mistrust and suspicion; concentration on narrow interest; bitterness and hostility increase; increase stress and employee turnover)
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Forms of Conflict 3. Optimal conflict/performance level
Types of Conflict 1. Intrapersonal conflict (within an
individual); 2. Interpersonal conflict (between
two individuals; 3. Individual-institutional conflict
(between person and organisation);
4. Intra-organisational conflict (between two or more groups within organisation) – vertical, horizontal, line-staff, role conflict.
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Tension between Individual and Organisation
Sources of Conflict
1. Values – individual differences; 2. Relationship – unfair treatment; 3. Interests – limited resources; 4. Communication – body language; 5. Data/information - territory; 6. Structure - specialisation; 7. Procedures - environment.
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Organisational Conflict Approaches
Win-Lose Approach Win-Win Approach
Lose-Lose Approach Lose-Win Approach
Principles in Conflict Resolution
• Keep the people and the problem separate;
• Look for an intelligent solution; • Set objective criteria to serve as
benchmark for successful resolution; • Practise fairness and reasonableness; • Remain calm and controlled.
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Managing conflict 1. Peaceful co-existence (don’t criticise, threaten, humiliate;
act over-hasty; be friendly, polite, sympathetic, listen attentively, trust their intention, etc.)
2. Compromise; 3. Problem solving.
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Work through all 7 activities for examination
purposes.
Thank You!!