ORGANISATIONAL

CONFLICT
Groups within an organisation having disagreements or differences.

ORGANISATIONAL Aklant Kumar Sahu

Priyadarshini Muduli
Ipsita Behera
Swayam Swarup Panda
BEHAVIOUR Subham Mishra Aumshuman Mohapatra
Swayanshu Subham Ankita Priyadarshini
PRESENTATION Kajal Nayak Ume Habibba
Understanding Conflict in
Organizations
Definition of Conflict
Conflict refers to a disagreement or clash between individuals or groups
arising from differences in interests, values, perceptions, or goals. It can
occur in various contexts, including interpersonal relationships,
organizational settings, and societal dynamics.
Overall, understanding conflict is essential for fostering collaboration,
innovation, and growth within organizations. By embracing conflict as a
natural aspect of human interaction and developing the skills to manage it
effectively, individuals and organizations can thrive in today's complex and
dynamic business landscape
Importance of Understanding
Conflict
Effective Management: Understanding conflict aids in addressing issues,
facilitating communication, and implementing resolution strategies.
Relationship Maintenance: Conflict strains relationships. Understanding
dynamics helps navigate disagreements constructively, preserving relationships.
Communication Improvement: Conflict often results from miscommunication.
Understanding it enhances skills like active listening, empathy, and assertiveness,
preventing escalation.
Better Decision-Making: Conflict involves competing interests. Understanding
allows for considering multiple perspectives and making informed decisions.
Organizational Culture Enhancement: Healthy cultures acknowledge conflict
inevitability, promoting open communication and viewing conflicts as
opportunities for growth.
Nature of
Conflict
Nature of conflict has two prospects:

It’s characteristic

It’s function
Characteristics of Conflict

Inevitability: Conflict arises from differing perspectives and goals, even in

harmonious settings like project teams.
Dynamic Nature: Conflict changes over time in intensity and scope,
influenced by management efforts. For example, a minor disagreement can
escalate if not resolved promptly.
Perception: Conflict is subjective, varying based on individuals'
interpretations of situations and experiences. For instance, feedback from a
manager can be seen as growth opportunity or criticism, leading to conflict.
Functions of Conflict

Issue Clarification: Conflict reveals underlying issues, aiding understanding.

For example, conflicting project deadlines prompt discussions, clarifying
requirements.
Group Unity: Resolving conflict fosters team cohesion. External pressure
triggers internal conflicts, but addressing them strengthens bonds. Team
collaboration overcomes obstacles.
Innovation: Conflict stimulates creativity. Disagreements prompt
exploration of alternatives. For instance, in a marketing strategy session,
diverse ideas emerge, leading to innovative approaches.
Sources of Conflict
there are 4 major sources of conflict namely

Interpersonal Conflict
Intrapersonal Conflict
Organizational Conflict
Cultural Conflict
Interpersonal Conflict:
Interpersonal
Causes:
Communication issues
conflict arises Personality differences
between Competing interests or goals
Perceived inequities
individuals due
to differences in Examples:
personalities, Disagreements between coworkers on project
values, or goals. approaches.
Tensions between supervisors and employees.
Clashes within cross-functional teams.
Intrapersonal Conflict:
Intrapersonal
Causes:
Conflicting goals or priorities.
conflict occurs Moral dilemmas or ethical conflicts.
within an Decision making challenges due to uncertainty or
indecision.
individual,
involving Examples:
conflicting Feeling torn between career advancement and
thoughts, personal fulfillment.
Struggling to balance work commitments with family
emotions, or responsibilities.
desires. Experiencing guilt over a difficult decision made in the
workplace.
Cultural Conflict:
Causes:
Cultural conflict Diverse cultural backgrounds within a multicultural
workforce.
arises from Variation in cultural values, beliefs, or communication
differences in styles.
Misunderstandings or stereotypes based on cultural
cultural differences.
backgrounds, Examples:
norms, or values Disagreements over appropriate communication
among styles or decision-making processes.
Tensions stemming from cultural insensitivity or
individuals or discrimination.
groups. Conflicts arising from differing views on work-life
balance or hierarchical structures.
Organisational Conflict:
Causes:
Organizational Power struggles among organizational leaders or
conflict occurs departments.
within the Competition for limited resources such as budget,
structure or personnel, or equipment.
processes of Conflicting goals or priorities between different
the organization, departments or teams.
often involving Examples:
disputes over Disputes over budget allocation between
power departments.
dynamics, Conflicts arising from organizational restructuring or
resource changes in leadership.
allocation, or
conflicting goals. Tensions between sales and marketing teams over
target markets or strategies.
 Hypothesis
Conflict resolution refers to the process of addressing and resolving
conflicts or disputes between individuals or groups constructively. It
involves identifying the underlying issues, understanding the perspectives
of all parties involved, and finding mutually acceptable solutions to the
conflict. Conflict resolution strategies are approaches or techniques used
to manage and resolve conflicts effectively. These strategies aim to
reduce tensions, promote communication and cooperation, and ultimately
reach a resolution that satisfies the interests of all parties involved.
Common conflict resolution strategies include collaboration, competition,
compromise, accommodation, and avoidance, each with its advantages
and limitations depending on the nature of the conflict and the
relationships between the parties. Effective conflict resolution strategies
are essential for maintaining positive relationships, fostering teamwork, and
promoting organizational success. There are two major types of conflict
resolution approaches that are collaborative and compromising conflict
resolution strategies.
Collaborative Principles:
Open Communication: Foster transparent
dialogue to express perspectives, interests, and
Conflict concerns openly.
Active Listening: Listen attentively to

Resolution: understand the viewpoints and needs of all

parties involved.
Mutual Respect: Value each party's
Organizational contributions and perspectives, treating them
with dignity and understanding.
conflict occurs Problem Solving Orientation: Focus on
within the structure addressing underlying issues and finding creative
or processes of the solutions that meet the interests of all parties.
organization, often
involving disputes Techniques:
Brainstorming: Generate solutions without criticism.
over power Interest-Based Bargaining: Focus on interests, not
dynamics, resource positions.
allocation, or Consensus Building: Aim for agreement all can support.
conflicting goals. Win-Win Negotiation: Seek outcomes satisfying all
parties.
Compromising Principles:
Flexibility: Willingness to adjust preferences

Conflict
and priorities to accommodate the needs of
others.
Fairness: Ensuring that the compromise is
Resolution: equitable and satisfies the interests of all
parties involved.
Collaboration: Encouraging cooperation and
Compromising negotiation to find a solution that meets the
conflict resolution collective needs.
Efficiency: Achieving resolution efficiently by
involves finding a focusing on the most critical issues and making
middle ground where necessary compromises.
all parties make
concessions to reach Techniques:
Trading Concessions: Exchange sacrifices to address
a mutually concerns.
acceptable Splitting the Difference: Find middle ground between
agreement, balancing opposing positions.
Temporary Solutions: Implement interim fixes while
competing interests negotiating further.
and priorities. Seeking Common Ground: Identify shared interests to
facilitate compromise.
Thank You