Classification of conflict Helen Peng 01 Contents Personal

Classification of conflict Helen Peng

01 Contents Personal Conflict Organization conflict Inter-personal Conflict Class Conflict (Industrial) Conflict Resolution Group Conflict

Classification of conflict Helen Peng

Personal Conflict • Personal conflict takes many forms, some more serious than others. It stems from the long-term choices you make and decisions that you have to make in an instant. Knowing your character and integrity determines how you solve your conflict. • Intra-personal Conflict: Conflict in individuals is basically caused by the following factors: 1. Unacceptability 2. Incomparability 3. Uncertainty

personal Conflict Usually an individual has a number of competing goals and roles. Thus, an individual experiences three types of conflict within himself: I. Frustration II. Goal conflict and III. Role conflict • Frustration: Frustration is the highest level of dissatisfaction which, in turn, generates conflict in the individual, which leads to defense mechanism: a. Aggression b. Withdrawal c. Fixation, and d. Compromise

personal Conflict

personal Conflict • Goal conflict: A common source of conflict for an individual in the organization is the existence of two or more competing goals. A. Approach-Approach conflict B. Approach-Avoidance conflict C. Avoidance-Avoidance conflict

Personal Conflict Role Conflict: Every person plays a number of roles in social and organizational situations. Every individual in the organization is expected to behave in a particular manner while performing a specific role. Four types of role conflicts: 1. Intra-sender role conflict 2. Inter-sender role conflict 3. Self-role conflict 4. Inter-role conflict

Personal Conflict • Role Ambiguity • Role conflicts depend on: 1. Awareness of role conflict 2. Acceptance of conflicting job pressures 3. Ability to tolerate stress 4. General personality make up

Classification of conflict Helen Peng

Inter-personal Conflict • When individuals join organization, they enter into not only economic contract but also, social and psychological contract. • While satisfying the organizational needs, they try to satisfy their own individual needs. Not only the individuals bring their skills to the organization but also bring their beliefs values and customs. • People working in an organization may have different preferences, values, beliefs, cultural background, etc. This may also lead to interpersonal conflict. • Stereotyping and sharp judgement lead people to evaluate others first and form opinions of them through hurried judgements. • Interpersonal conflicts may arise in team work situations.

Inter-personal Conflict • Personal-role conflict 1. Many person-role conflicts center around differences between the organization’s values and the individual’s values. 2. To manage intra-role or inter-role conflicts, role analysis is a good tool. 3. All these forms of conflict can be managed: To manage interpersonal conflict, it is helpful to understand power networks in organizations, defense mechanisms exhibited by individuals, and ways to cope with difficult people.

Inter-personal Conflict Power Networks 1. The first relationship is equal versus equal, which represents a horizontal balance of power among the parties. 2. The second power network is high versus low, or a powerful versus a less powerful relationship. 3. The third power network is high versus middle versus low.

Inter-personal Conflict Defense Mechanisms-(1) Diagnose conflicts; (2) Devise appropriate ways to manage them

Inter-personal Conflict Coping with Difficult Behavior Hostile-Aggressive 1. Stand up for yourself 2. Give them time to run down 3. Use self-assertive language 4. Avoid a direct confrontation Complainers 1. Listen attentively 2. Acknowledge their feelings 3. Avoid complaining with them 4. State the fact without apology 5. Use a problem-solving mode

Inter-personal Conflict Coping with Difficult Behavior • Clams 1. As open-ended questions 2. Be patient in waiting for a response 3. If no response occurs, tell clams what you plan to do, because no discussion has take place • Super agreeable 1. In non-threatening manner, work hard to find out why they will not take action 2. Let them know you value them as people 3. Be ready to compromise and negotiate, and do not allow them to make unrealistic commitments 4. Try to discern the hidden meaning in their humor

Inter-personal Conflict Coping with Difficult Behavior • Negativists 1. Do not be dragged into their despair 2. Do not try to cajole them out of their negativism 3. Discuss the problem thoroughly, without offering solutions 4. When alternatives are discussed, bring up the negative side yourself 5. Be ready to take action alone, without their agreement • Know it alls: Know-it-alls display superior attitudes, wanting you to know that they know everything there is to know. Bulldozers 1. Prepare yourself 2. Listen and paraphrase their main points 3. Use the questioning form to raise problems

Inter-personal Conflict Coping with Difficult Behavior Balloons • State facts or opinions as your own perceptions of reality. • Find a way for balloons to save face • Confront balloons alone, not in public Indecision Stallers • Raise the issue of why they are hesitant • If you are the problem, ask for help • Keep the action steps in your own hands • Possibly remove the staller from the situation

Group Conflict • Intra group conflict: Intragroup conflict refers to disputes along some or all of a group’s members, which often affect the group’s dynamics and effectiveness. Ex. Family run business • Inter group conflict: 1. Absence of Joint decisionmaking 2. Difference in goals 3. Difference in perception and 4. Difference in goals as well as perception

Group Conflict • Group in the organization could be classified into two groups: they are formal groups and informal groups. Each of the following factors ca affect at coordination. 1. Interdependence 2. Task uncertainty 3. Overload on some groups 4. Status difference 5. Lack of understanding of each other’s role and functions 6. Differential reward system

Group Conflict • Managing inter-group relations and conflict 1. Rules and Procedures 2. Hierarchy 3. Planning 4. Integrating departments 5. Avoidance 6. Diffusion 7. Confrontation

Organization conflict • Organizational conflict is of two types: 1. Intra-organization: Within organization 2. Inter-organization: Between organization Within Organization: 1. Hierarchical conflict 2. Functional conflict 3. Line-staff conflict 4. Formal-informal conflict

Class Conflict (Industrial) Conflict Resolution • The class conflict also could be termed as industrial disputes: 1. Consultative machinery 2. Industrial relations machinery 3. Conciliation調解 4. Mediation調停 5. Arbitration仲裁

Class Conflict (Industrial) Conflict Resolution