Conflict

Paper Summary:

In this article, the writer discusses that conflict is a natural aspect of human nature and can be both a positive and negative factor in communication and relationships. Individuals have always conflicted and will continually conflict with their parents, teachers, significant others, family members, siblings, children, friends and associates and people known and not known. The writer notes that this does not necessarily make people aggressive or violent, since conflict is a natural part of life. It is based on the fact that everyone has his or her own individual needs, goals, likes and dislikes and priorities and is concerned that others may act as a barrier from satisfying them. The writer maintains that when organizations determine the best way to resolve conflict, they have to look at the mitigating factors and see how that particular conflict is manifesting itself. The writer concludes that it is then possible to develop a means for either eliminating or lessening the conflict or gaining from it.

From the Paper:

"Social scientists have defined the different types of conflicts that occur in an organizational setting in a variety of ways. In most general terms, Pondy defined organizational conflict as that which can best be understood as a dynamic process underlying organizational behavior. Roloff states that organizational conflict takes place when the members participate in activities that are not compatible with those of peers inside their own network, colleagues in other collectivities, or unaffiliated people who make use of the organization's services or products. In this case, disagreement conflict can manifest itself in a variety of ways, such as raising one's voice, shouting obscenities, getting support from other individuals and even physical interaction. However, Baron notes that in order for conflict to take place, it must exceed the threshold level of intensity. That is, the disagreements or differences between people have to be serious enough before conflict arises."

Sample of Sources Used:

• Baron, R. A.). Conflict in organizations. In K. R. Murphy & F. E. Saal (Eds.), Psychology in organizations: Integrating science and practice (pp. 197-216). Hillsdale, NJ: Erlbaum,. 1990
• Boulding, K. E. Conflict and defense: A general theory. New York: Harper & Row, 1962.
• Cosier, R. A., & Rose, G. L.. Cognitive conflict and goal conflict effects on task performance. Organizational Behavior and Human Performance, (1977) 19, 378- 391.
• Deutsch, M. Sixty years of conflict. International Journal of Conflict Management, (1990) 1, 237-263.
• Druckman, D., Broome, B. J., & Korper, S. H.). Value differences and conflict Resolution: Facilitation or delinking? Journal of Conflict Resolution (1988) 32, 489-510.

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