CONFLICT

I N T R O D U C T I O N T O
M G T 4 3 0
O R G A N I S A T I O N A L B E H A V I O R

TIPS AND
TRICKS 26
Learn how conlflicts NOV
occured 2023

ON THE COVER
In the middle of difficulty lies
opportunity

QUOTES OF THE
DAY
Conflict cannot survive without
your participation

"Growth in
Disagreement."
Conflict happens when one
group thinks that their interests
are being opposed or harmed by
another. It can be when someone
blocks another's goals or when
someone thinks the other might
do so. Essentially, it's about
perceptions—if one group
believes the other might get in
their way, even if it hasn't
happened yet, there's a conflict.
ABOUT
C onflict in organisations is
commonplace. There is no set
rule for what modifications are
ideal when businesses change.
Employees disagree every day on
rules, priorities, and even minor
tasks. Different job goals,
individual values, and other
factors covered in this chapter
give rise to these conflicts.
Internal conflicts, such as those
that arise within a department,
team, or with external
stakeholders, are the focus of
this definition.
It also recognises intrapersonal
conflict—difficulties that arise
within us. We have discussed
similar internal conflicts in other
chapters, such as when our
actions don't align with our
ideals or when we have to weigh
competing priorities, such
decision-making efficiency vs.
customer service.
GET TO KNOW 02

"In the symphony of life, conflict is the
dissonant note that, when resolved,
creates the most beautiful harmony."
My Experience
Handling Conflict
From my past experience dealing with conflict, when my close
friend was not happy with his friend’s attitude named Afi. My
friend and Afi are photographers working under my friend's
company, where my friend holds a leadership position. One
day, Afi accepted a job without consulting my friend. Afi
assured my friend that he could handle the job alone with the
message, 'This is a one-man job,' despite the requirement for
at least two people. Afi even used my friend's company name
for this job without permission.
My friend was furious about Afi's actions, leading to a heated
argument between them. My friend confided in me,
expressing his unhappiness about the situation. I suggested
that we meet with Afi to discuss and find a resolution to the
problem.
03
During our meeting with Afi, tensions
escalated, and my friend and Afi ended
up in a fight due to Afi's rude behavior.
I intervened, advising my friend to
calm down. I then communicated to
Afi that if he wanted to pursue this job
alone, he must not use my friend's
company name without permission.
Eventually, Afi agreed to this
condition.
D espite the initial conflict, we
managed to resolve the situation, and
our relationships were restored.
However, the job was completed in a
messy manner, and Afi expressed
regret for his actions..
Conflict
Is It Good
or Bad
Conflict-bad or otherwise?
The age-old question in the business world is
whether conflict is a deterrent to success or a
facilitator of it. For a considerable time, the
prevailing opinion has been that conflict is
detrimental and can tear apart the
harmonious work environment.
Most people think that when an organisation
is surrounded by friendly relationships, it
functions at its best. It is said that even the
smallest disagreement takes energy away
from the worthwhile projects that lead to
success.
Conflict at work isn't always bad, but it's also not
always positive. People may become stressed out,
lose interest in their work, or even want to quit
as a result. Conflict takes time and energy away
from productivity.
When people don't get along, it becomes difficult
to share information, and arguments lead to
office politics and the waste of time and money.
Groups? Internal conflicts impair their
effectiveness. Zoom out, and intergroup
disputes? It resembles a battle for dominance.
Therefore, conflict in the workplace story is more
than just a villain; it's a disruptor.
GET TO KNOW 04
 I n the 1920s, the majority of people
believed that workplace conflict was
simply trouble. However, philosophers
like John Dewey and Mary Parker
Follett recognised its importance,
stating that it serves as a mental wake-
up call that forces us to reflect and
generate new ideas. It wasn't until the
1970s that experts began to
acknowledge the positive aspects of
conflict. Some dubbed it "optimal
conflict," arguing that just the right
amount promotes optimal
organisational performance.

Consider it this way: a business may

suffer if it avoids conflict. Conflict can be
beneficial because it facilitates decision-

BENEFITS OF making. When people constructively

disagree, it forces them to reflect on the
problems and develop original solutions.

CONFLICT
A nother Benefits? Organisations remain
aware of their external environment when
there is moderate conflict. Actively
thinking, staff members inquire about the
organization's alignment with
stakeholders, suppliers, and customers.
Additionally, conflict can spur teams to
cooperate in the face of outside threats
like rivalry, enhancing cohesiveness.
However, exercise caution—as previously
indicated, internal departmental conflict
may cause problems within departments.

BENEFITS 05
CAUSES OF
CONflict
There are many different reasons
why conflicts arise, and
understanding these reasons is
essential to finding workable
solutions. The major cause of
disagreements is
MISSCOMMUNICATION. Tension
and arguments might arise from poor
communication, miscommunications,
or language problems.

DIFFERENT VALUES & BELIEFS

when people or groups have different
cultural norms or opinions about
what is right or wrong – are another
cause of conflict.

PERSONALLY DIFFERENCES
and varied approaches to work
or communication styles can
create friction, especially in team
settings. External pressures such
as societal expectations,
economic challenges, or political
influences can also contribute to
conflicts within organizations or
communities.

WHAT CAUSES 06
 07
TASK
CONFLICT
Imagine a dispute between two
coworkers. Rather than claiming,
"They're reckless," you would
examine their actions and decide
whether or not they make sense.
It's similar to stating, "Let's talk
about the facts and logic, not just
assume things about their
personality." Empirical studies
indicate that task-oriented
disagreements of this nature are
typically beneficial, even when
they become quite heated.

So, in a nutshell, task conflict is

about discussing the issue, not
blaming each other. It's a way to
What’s Task
solve problems without getting Conflict
into personal stuff.
TASK CONFLICT is similar to
a good argument in which
participants discuss the topic
rather than one another. It
occurs when we give ideas and
information priority above
personal matters. In fact, this
kind of disagreement is
beneficial since it aids in
problem solving. Task conflict
helps to maintain focus, as
opposed to disputes based on
personalities when we assign
blame for someone's character.
CRACKING THE CODE OF

RELATIONSHIP CONFLICT

R elationship conflict emerges as the

dominant force in the realm of conflicts and
disagreements among individuals. In
contrast to the typical discussions of ideas,
this kind of disagreement focuses on the
individuals involved.
One variation of this conflict entails openly
criticising the other party's integrity, skill,
and dependability. That's like to telling
someone, "Your idea is bad because you're
not good enough." Does that seem harsh? It Why does this matter? Because relationship
conflict messes with more than just the
turns out that this is a common error—
argument. It messes with people's self-
judging concepts based on character
esteem, triggers defenses, and turns things
attributes is meaningless..
into a competition. Trust takes a hit, too,
Lastly, some folks bring out the big guns by making it harder for parties to find
being assertive and throwing their weight common ground and end the conflict.
around. Imagine a boss banging their fist on Unlike regular task conflicts, this personal
the table during an argument—it's a not-so- drama escalates quickly, making it tougher
subtle way of saying, "I'm in charge here." for people to talk, share info, and work
things out. It's like a snowball of
misunderstandings and stereotypes.

Ultimately, deciphering and resolving

interpersonal conflict is akin to unlocking
the code to more seamless teamwork. It's
important to discuss it, look for a middle
ground, and keep in mind that while ideas
are important, so are the individuals who
created them.

TYPES OF CONFLICT 08
 MINIMIZING RELATIONSHIP CONFLICT DURING

TASK CONFLICT
SCI BUZZ > INDUSTRY >

EMOTIONAL TEAM
INTELLIGENCE DEVELOPMENT
W
When there are task conflicts, relational conflict can be avoided through
hen team members possess high
team growth. As teams expand, members become more adept at
levels of emotional intelligence
comprehending one another, which reduces the likelihood of
together with the associated qualities of miscommunications. Senior executives and other experienced teams are
emotional stability and trait self- better at managing conflicts between tasks and relationships than are

control, relationship conflict is less new teams. Moreover, cohesiveness is increased through team growth,

likely to arise or intensify.22, Higher which helps members deeply connect with one another. Because
relationship conflict jeopardises the stability of the team and their future
emotional intelligence workers are
as members of the group, their close affinity encourages them to
more adept at identifying and
minimise it.
controlling their own feelings during
conflict, which lowers the possibility of
impressions of interpersonal animosity
growing. Additionally, rather than
seeing a coworker's emotional response
as a personal jab, they are more likely to
see it as insightful information about
that person's wants and expectations.

DETAIL >

NORMS SUPPORTING PSYCHOLOGICAL SAFETY

When there is psychological safety inside the team or organisation, task conflict is less likely to
escalate into continuous conflict in relationships. This is fostering an atmosphere where workers
feel comfortable taking chances with one another, such as exchanging original ideas, having
productive disagreements, or attempting novel strategies. Psychological safety is promoted when
team and organisational standards place a high priority on values such as respect, tolerance,
open-mindedness, and good intentions among coworkers. This entails acting in a friendly and
non-threatening manner when debating opposing viewpoints.

TYPES OF CONFLICT 09
 The best rooms have
something to say
about the people
living there.

CAN PEOPLE AVOID RELATIONSHIP

CONFLICT DURING DISAGREEMENTS?
The contrast between relational conflict
and task conflict is emphasised in
conflict theory. The goal is to detach
people from the issue, which can be done
by developing empathy and emotional
intelligence. Though, it could be difficult
to completely prevent relationship
conflict when there is task conflict. When
ideas are challenged with opposition,
negative emotions frequently surface
automatically and result in incorrect
judgements.

Relationship conflict challenges the

intended status quo by upsetting
routines and bringing up unpleasant
feelings. Furthermore, as communication
has an inherent impact on relationships
as well as substance, relational conflict
may not always be avoided in
disagreements.

AVOIDANCE 10

CONCLUSION
AS WE WRAP UP, LET'S SUM UP
WHAT WE'VE LEARNED AND
FIGURE OUT HOW TO PUT IT
INTO ACTION.
We've talked about why
conflicts happen, how they
show up, and ways to resolve
them better. Think of
miscommunication, different
values, and competing
interests as clues to navigate
conflicts more effectively.
Now, think about your own
life. When conflicts pop up,
consider if one of these clues
is in play. Being aware of
these things can help you deal
with conflicts in a way that's
good for you and the people
around you.

Remember, learning about

conflicts doesn't stop here.
Every time you deal with a
conflict, it's a chance to learn
and get better at resolving
things. And it's not just about
you—it's about making things
better in your community and
even the world. By being
understanding, empathetic,
and a good communicator,
you're making a positive
impact.

In a nutshell, use what you've

learned to make your
everyday interactions
smoother, keep learning, and
spread some good vibes in the
world. Every small effort
counts!

"CONFLICT IS NOT
THE ABSENCE OF
LOVE, BUT THE
TENSION THAT
ARTWORK BY
TESTS AND
ABDULLAH AMMAR B BASRI
STRENGTHENS IT."
2021454378

HANDED TO KARYA AMMAR

DR MARIAM SETAPA
100 Edition
Nov 2023

FIN.
"Conflict is the canvas
on which growth and
understanding paint
their masterpieces."