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Organizational conflict, or workplace conflict, is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations. There is the inevitable clash between formal authority and power and those individuals and groups affected.
The feud, a weakly institutionalized conflict, has some rules that are recognized by the parties to the conflict (e.g., existence of a legitimate feud reason, formal announcement, procedure, etc.), all signs of institutionalization, but on the other hand, the conflict is handled by the parties to the conflict themselves (no social ...
Social conflict is the struggle for agency or power in society.Social conflict occurs when two or more people oppose each other in social interaction, and each exerts social power with reciprocity in an effort to achieve incompatible goals but prevent the other from attaining their own.
Conflict resolution is conceptualized as the methods and processes involved in facilitating the peaceful ending of conflict and retribution.Committed group members attempt to resolve group conflicts by actively communicating information about their conflicting motives or ideologies to the rest of group (e.g., intentions; reasons for holding certain beliefs) and by engaging in collective ...
Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict in the workplace. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting. Properly managed conflict can improve group outcomes.
An example of group-group conflict would be if two coffee shops in one town are fighting to bring in more customers than the other. Another factor that could cause problems between groups is geographic location. Conflict tends to have negative consequences for both the individual and the organization.
Researcher Thomas K. Capozzoli (1995) classified conflicts by whether the outcome was constructive or destructive. Conflicts are constructive when people change and grow personally from the conflict; the conflict results in a solution to a problem; the involvement of everyone affected by the conflict is increased; the team becomes more cohesive.
Conflict theories are perspectives in political philosophy and sociology which argue that individuals and groups (social classes) within society interact on the basis of conflict rather than agreement, while also emphasizing social psychology, historical materialism, power dynamics, and their roles in creating power structures, social movements, and social arrangements within a society.