Running head: INTERGROUP CONFLICT 1

Intergroup Conflict

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Institutional Affiliation

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Definition

Intergroup conflict refers to the disagreements between different groups and the people in

those groups. Intergroup conflict may yield either positive or negative results depending on the

cause and how the conflict is managed and settled.

Summary

Interrelated groups are typically expected to have a good relationship within and between

themselves and the group members to carry out their collective objectives effectively. In a

workplace, groups are expected to develop and maintain cordial intergroup relations in a bid to

advance achieve the organization's goals. However, sometimes conflicts occur between groups

and interfere with the normal function of the groups. The conflict might commence as an

interpersonal conflict eventually escalates into an intergroup conflict. In this case, the conflict

may be either functional or dysfunctional. Functional conflict is termed as positive since it

enables the group to identify weaknesses and enhance performance. On the other hand,

dysfunctional conflict brings about confrontations and eventually harm the functioning of the

groups (Chang, 2017). Dysfunctional conflict interferes with the attainment of organizational

goals in the long run. In that case, it is therefore imperative that such destructive conflicts are

resolved as early as possible. Intergroup conflict brings about a scenario in which the outgroup

bias discriminates against others that are seen as belonging to the in-group.

Discussion

There are many causes of intergroup conflict. These may include varying perceptions,

goal variations, work interdependence, and the nature of the group. Besides, in cases where

groups have to compete over scarce resources, confrontations are likely to be experienced
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(Böhm, Rusch, & Baron, 2018). Different perceptions with regard to status, time, and the

difference in goals may escalate the intergroup conflict. Intergroup conflicts are a reflection of

how each group views the other. In cases where the intergroup conflict is extreme, contact

between the groups may only serve to promote anxiety rather than being a remedy. In such a

scenario, positive interpersonal contacts would be the best approach to approaching the matter

while aiming to integrate group members into a salient group. On the other hand, it might be

necessary to consider changing the salient group's social categorization resulting in

discrimination. It is essential to identify interpersonal issues that might be a hindrance to good

intergroup relations. Prosocial individuals advance intergroup conflict as parochial cooperators

(Thielmann, & Böhm, 2016).

In the process of resolving conflicts, changes occur within and between the groups

involved. Solving intergroup conflict may be approached in several ways. For instance, the

groups can embrace simple avoidance where conflict is prevented from escalation by avoiding it

where possible. Addressing the problem and directly solving it is another effective way of

handling intergroup conflict. In addition, altering workplace variables and alternative dispute

resolution (ADR) programs may also be effective. Constructive conflict resolution is possible

through negotiations. In this case, the parties involved communicate and bargain and may be

mediated by a third party into a settlement. Mediation is most effective in heated intergroup

conflicts as it helps parties to avoid appearing weak. Intergroup conflicts may be avoided

through clear efforts to build trust, defining roles and authorities, promoting leadership,

recognizing resource and time constraints, and promoting good listening and communication

skills amongst other ways.

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References

Böhm, R., Rusch, H., & Baron, J. (2018). The psychology of intergroup conflict: a review of

theories and measures. Journal of Economic Behavior & Organization.

Chang, M. L. (2017). Can intergroup conflict aid the growth of within-and between-group social

capital?. Journal of Management & Organization, 1-23.

Thielmann, I., & Böhm, R. (2016). Who does (not) participate in intergroup conflict?. Social

Psychological and Personality Science, 7(8), 778-787.