Introduction to conflict

According to French (1998) conflict is unavoidable among human beings. It is a natural consequence of the human beings interaction. It begins when more than one social entity (i.e., individual organizations, nations and groups) joins in contact with one another in achieving their objectives. Relationship in such entities may become inconsistent or incompatible. More than one of them require same resource for which which creates a shortage in supply. This can also happen when they have different values, beliefs, attitudes and skills. Another meaning of conflict will be “aware of the extension of interest, a belief that the” current speech would be incompatible. In other words conflict has no capacity to do so.

History of conflict

The temple of conflict is with us and it has powered the thinking from more than the preferred time. During different periods of history it has acquired various emphasis from biological and social scientists. Over the years the phenomena similar to conflict have been investigated by the economists, historians, novelists, philosophers, political scientist, sociologists, psychologists, and theologians. Biologists have investigated the “fought for occurrence” by some individuals of dissimilar genetic inheritance (Mullins, 2005).

In Organization Theory scholars become interested in scientific investigations of conflict during the later part of the last century. There was significant changes and renewed interest in conflict study in the organizational and social contexts. The International Association for Conflict Management and the Conflict Management Division of the Academy of Management has been formed to appreciate teaching, training and development and research on managing organizational and social conflicts. In 1990 the public of the International Journal of Conflict Management has invoked to this renewed interest.

In recent years, number of organizations across the globe has shown wide interest in research and on organizational and social conflicts prevailing and address them then and there.

References

  • French, D. 1998. Resolving a Moral Conflict, Journal of Business Ethics, London.
  • Mullins. L. J. 2005. Management and organisational behaviour. USA: Prentice Hall.

Rajalakshmi Rahul

Rajalakshmi Rahul is the CEO of Kalki Training Academy.She has four years of industrial experience as a telecommunication software developer. She is presently running her own educational consultancy, catering the needs of students belonging to both engineering and management discipline. She is a part of research and analysis team of Project Guru. She is a computer engineer with masters in technology management. She has graduated from Anna University and is a gold medalist.

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