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Concept of Conflict | Changing view of Conflict – Introduction to Management (ITM)

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conflictConcept of Conflict | Changing view of Conflict
Principles of Management (POM)
Third Semester | Second year
BSc.CSIT | Tribhuvan University (TU)

Conflict
“Conflict often occurs when groups interact in organizations. In its simplest form, conflict is disagreement among parties. When people, groups, or organizations disagree over significant issues, conflict is often the result.” – Moorhead & Griffin
“A process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about.” -S.P. Robbins
“Conflict is opposition or dispute between persons, groups or ideas.” – Joe Kelly

Conflict refers to all kind of opposition between or among individual and groups. Conflict is an inevitable dimension of organizational life. Conflict mainly arises from disagreements over the goals and methods, differences over the interpretations of facts, personality differences, and even due to the poor communication. If conflict is too high, it can become a hindrance to performance. If it is too low, performance tends to be low.A desirable level of conflict is good for organizational and group effectiveness.Leaders spend about 20% of their time dealing with conflict.

Changing view of conflict

The traditional view (1930s to 1940s): The early approach to conflict assumed that all conflict was bad. It was viewed negatively.
The human relations view (1940s to mid 1970s): This view argued that conflict was a natural occurrence in all groups and organizations. This approach advocated acceptance of conflict.
The interactionist view (mid 1970s to date): Encourages conflict on the grounds that a harmonious, peaceful, and cooperative group is prone to becoming static, apathetic, and not-responsive to needs for change and innovation. This approach believes that conflict is not only a positive force in a group but that it is absolutely necessary for a group to perform effectively. Conflict should be stimulated if there is none and should be managed effectively.

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