A
conflict usually occurs when two or more people communicate. When people think
of conflict in simple terms, they think that happens when serious issues and
anger is invoked in communication process. Conflict is misinterpreting one’s
words or value. Inappropriate, poor communicated information and selecting the
wrong channel to transmit the information arise in the parties. There are
numerous conflict management styles such as passive aggressive style, forcing
style, avoiding style, accommodating style, compromising style, and
collaborating style. There are two
different types of conflict; one of it is task conflict and focuses on the ways
to resolve problems. The other type of conflict is called relationship conflict
and focuses on blaming other parties rather than resolve the conflict.
Relationship
conflict is negative in most of the people’s perceptions. Conflict in an
organization affects the commitment and absenteeism of employees. Nowadays,
employees have strong beliefs. According to Pygmalion’s Theory, the
supervisors’ attitude and expectations of employees and how they treat them
largely determine the employees’ performance. When a conflict arises between supervisor and subordinates, and
the employees think that the supervisors has low expectation of them, the
employees will be committed and may use absenteeism to escape (avoiding style)
from the conflict. Managers, supervisors, employers and leaders should use
different type of conflict management styles when facing different kind of
subordinates, employees and team members. If a manager (employer or leader)
only uses one type of conflict management style in handling all conflict in the
workplace, it may not work as they expect it to. In conflict response, a
supervisor is not only affecting the relationship between the
supervisor-subordinate, it also affects the trust and loyalty of subordinate
that perceived a supervisor as a representative of the organization. Despite
that, there are several factors that can trigger a conflict. By understanding
the types of conflict, supervisors can use appropriate conflict resolution
styles. If a conflict is left unresolved, it may cause serious consequences. In
today’s globalization era, the internet is a widely used communication tool.
Although
internet communication has increased the efficiency and productivity of
organizations, it has also created new types of conflicts. Conflict through
internet has become more frequent.
MEANING
OF CONFLICT
Conflict
refers to some form of friction, or discord arising within a group when the
beliefs or actions of one or more members of the group are either resisted by
or unacceptable to one or more members of another group. Conflict can arise
between members of the same group, known as intragroup conflict, or it can
occur between members of two or more groups, and involve violence,
interpersonal discord conflict. Conflict in groups often follows a specific
course. Routine group interaction is first disrupted by an initial conflict,
often caused by differences of opinion, disagreements between members, or
scarcity of resources. At this point, the group is no longer united, and may
split into coalitions. This period of conflict escalation in some cases gives
way to a conflict resolution stage, after which the group can eventually return
to routine group interaction
TYPES
OF CONFLICT
Experience
in human society has shown that there are degrees of variation in conflicts.
Conflicts are in types. Psychology as a discipline has espoused on
intra-personal conflict. Sociology identifies inter-personal as well as
intra-group or intra-unit conflict, as well as inter-group conflict. Political
Science and History have identified inter-ethnic or inter-state conflict as
well as international conflict.
Intra-personal
conflict: This refers to a state of implosion in an
individual shaped by the state of mind. It is however important to know that
such human state is largely dictated by circumstances around him. Such
situations are anger, depression, confusion, frustration, which could lead to
aggression, erratic behavior.
Inter-personal
conflict: This
is what has been described as “man against man” in the micro sense. This type
of conflict may be direct opposition, as in exchange of blows, a gunfight or a
robbery, or it may be a more subtle conflict between the desires of two or more
person.
Family conflict: This type of conflict occurs in a family
unit. Sociologists would describe this as intra-unit conflict. In most cases,
these conflicts arise from crisis occasioned by familial roles, expectations
and role conflict. Examples include father-son, mother-father, husband-wife,
brother-sister conflict. It may also imply cousin-cousin, nephew-uncle,
sister-in-law or brother-in-law conflict.
Inter-Group
conflict: This refers to
the kind of disagreement or feud that takes places between two or more
sectarian or religious groups, ethnic groups, communities, or interest groups.
The contention between Christians and Moslems in Nigeria is a classic example
of inter-faith conflict.
Intra-State
conflict: This type of conflict is confined within
the borders of a sovereign state. Such economic factors as land, uneven
development, resource control and revenue-sharing formula could cause a
conflict within a state.
Inter-State
conflict: This type of conflict is also known as
international conflict. This is a conflict between two or more states. In some
cases, this type of conflict degenerates to a state of war.
Global
conflict: This should
not be mistaken for inter-state conflict, although it also connotes
international conflict. This kind of international conflict however transcends
the type which involves two or more sovereign states.
CAUSES
OF CONFLICT
Ø A
lack of common understanding
Ø Poor
communication skills
Ø Unclear
or unfair expectations
Ø Power
plays and manipulations
Ø Poor
management.
Ø Unfair
treatment.
Ø Unclear
job roles.
Ø Inadequate
training.
Ø Poor
work environment.
Ø Lack
of equal opportunities.
Ø Bullying
and harassment
EFFECT
OF CONFLICT
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.
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.
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.
Employee
Turnover
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.
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.
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.
Share
and Respect Opinions:
As
organization members work together to solve conflict, they are more willing to
share their opinions with the group. Conflict can also cause members to
actively listen to each as they work to accomplish the organizations’ goals.
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.
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.
WAYS
OF MANAGING CONFLICT
Ø The capacity
to recognize and respond to important matters
Ø A
readiness to forgive and forget
Ø The ability
to seek compromise and avoid punishing
Ø A
belief that resolution can support the interests and needs of
both parties
CONCLUSION
From
the discussion thus far, it is quite evident that conflicts occur in
organizations as a result of competition for supremacy, leadership style,
scarcity of common resources, etc., These reduces staff satisfaction about the
job and also reduces productivity or service rendered. Thus, early recognition
of the conflict and paying attention to the conflicting parties is very
important. Negotiation between parties involved is the best way to resolve
conflict while force should not be used at all.
REFERENCS
Peer Review (2012). Caras and
Associates Incorporation online from http://peerpanel.com/ peer-review.
Scott, Elizabeth (2011).
Conflict resolution: Mistakes to Avoid Stress Management online from.
http://stress.About.com/od/relationship/tp/
Conflictstress.html. Accessed May 12, 2013.
Victor, David A. (2012)
Conflict Management and Negotiation. Encyclopedia for Business. Online.
http://www.referenceforbusiness.com/management/comp-De/conflict-management-and-negotiation.htm.