Pros and cons of organizational conflict

A conflict may arise when the individuals are not allowed to select the necessary alternative courses of action. The conflict between two individuals states that they have conflicting values, perceptions, goals and attitudes. Conflict is an energetic process as it denotes many events. Each conflict is made up of many episodes of interlocking conflict.

Guetzkow (1954) says that conflict must be aware by the parties. If nobody is aware of a conflict, then it is agreed generally that no conflict has occurred. Conflict is an impossible and natural output in any group and need not be a competitor but rather with the capability to have a strong force in determining the performance group.

In a group, conflict may be a positive force and it is important for a group to perform efficiently. Conflict is caused by management error in designing organizations or by troublemakers. Optimal performance of the organization requires a moderate conflict level. The management task is to manage the conflict level and its resolution for an optional performance of the organization.

Organizational conflict

Rahim (2001) says that organizational conflict has both advantages as well as disadvantages. The following table shows the pros and cons of organizational conflict

Positive Effects Negative effects
  • The release of tension.
  • Stimulating change.
  • Analytical thinking.
  • Identification of weaknesses.
  • Group cohesiveness.
    Challenge.
  • High-Quality decision.
  • High turnover of employees
    Tension.
  • Dissatisfaction.
  • A weakness of organization.
  • A climate of distress.

 

Table 1 Positive and negative impact of conflict.Source: (Buchanan and Huczynski, 2004).

As the table shows organizational conflict has both advantages and disadvantages. However, managing it properly would result in positive effects to an organization.

References

  • Guetzkow H. 1954. Analysis of conflict in groups of decision-making, Human Relations Management Review, New York.
  • Rahim M. A. 2001. Managing organizational conflict. USA: Quorum Books.
  • Buchanan D and Huczynski A (2004). Organizational behaviour: an introductory text. 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.

Latest posts by Rajalakshmi Rahul (see all)

Related articles

  • Conflict management in virtual organizations Over the time, there has been a substantial change in the structure and size of businesses. The businesses have grown in their sizes and the traditional simple organizational structures do not exist anymore.
  • Difference between human capital management & HRM In general HCM and HR management options possess many similarities when actually compared.
  • Relationship between organizational conflict and performance of organization Conflict is a force that must be managed rather than avoided. Managers must never try to avoid all conflict but they must try to keep the conflict at a functional and moderate level to contribute altering efforts which profit the organization.
  • Control theory of performance management system Performance Management system is that vital part of Human Resource Management which aligns and optimizes individual performance with the overall performance of the organization. It can be defined as “a continuous process of identifying, measuring and developing performance in organizations.
  • Goal-setting theory and performance management system Goal-setting theory refers to the effects of setting goals on subsequent performance. Researcher Edwin Locke found that individuals who set specific, difficult goals performed better than those who set general, easy goals (Yearta, Maitlis, & Briner, 1995).

Discuss

We are looking for candidates who have completed their master's degree or Ph.D. Click here to know more about our vacancies.