Conflict in Organizations


Usually conflict perceived as a failure of the organization. On the one hand, it really disrupts normal activity. On the other hand it is possible conflicts indicates that organization developing, and does not stand still, slowly rotting and falling apart. In composition, conflicts in organizations can be divided into 3 groups:

— conflict personalitypersonality

conflict group — group

— group conflict — personality

But it is more convenient for the analysis of the conflict to classify the sources.

Structural conflicts

Conflicts between units, which violated the interests of one of them. This may be, for example, conflict between the accounting department and the advertising department.

Innovative conflicts

They occur every time something changes in the organization: structure, distribution of functions, powers, new technologies are introduced. Any innovation in varying degrees, affects the interests of many people.

Positional conflicts

They are also called conflicts of significance. In fact, they are strongly reminiscent of children's disputes, "who is more important." Such conflicts can arise both on a personal and group level. Especially characteristic of such conflicts for organizations with linear-scale structure. On the personal level and at the level of "personality — group" such conflicts arise on the basis of actual or apparent underestimation of the contribution of the individual in the job.

Conflicts of justice

This kind of conflict is close to location. Conflicts of justice arise from the differences in the assessment of labor input. But not in the field of symbolic recognition (who is more important?), And in connection with the distribution of material rewards. For example, employees were asked to return to work at the weekend to cope with hectic activity and were promised a good premium. As a result of present themselves at the weekend received the award for work to come. Most often, conflicts of this type arise in the vertical and the uncertainty associated with awarding criteria.

The competition for resources

The competition for resources in organizations is always there. But takes on the character of the conflict when the performers, between which is distributed resource, put at the mercy of its receipt of their official tasks. A typical competition for resources may be carve-up of office equipment.

Dynamic conflicts

These conflicts are social and psychological nature, and usually occur in groups, which have not yet firmly established informal structure. As is known, any group goes through certain stages of development, including the stages of the struggle for the leadership and cohesion. There are various ways to treat this fact, but the fastest group rallies on the grounds of the fight against the common enemy. If you can not find such an enemy out of a group, it becomes a candidate for the role of its own. Later he appeared every chance of becoming a scapegoat and blame all the failures.

The real challenge is not how to avoid conflicts in the life of the organization, and to develop methods for their constructive solutions. To do this, you need to understand the mechanisms of emergence and development of the conflict situation.

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