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Presenter: Dr Muavia Gallie (PhD)

14 September 2011

- TUT- �Organisational Conflict�

EDU210T �

Definition •  An expressed struggle •  Incompatible goals, scarce resources, and

interference from others

1. Substantive conflict – task oriented – dealing with organisational goals, products, services, systems;

2. Emotional conflict – clash of personalities – anger, mistrust, fear, resentment, etc.

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Forms of Conflict 1.  Functional conflict

– Honest difference of opinion based on alternatives;

– Helps to ensure that different options are properly considered;

– Reducing risk of flaws when implementing; – Agree on outcomes, but not on process; – Absence of conflict may indicate a lack of

interest or lazy thinking; – Outcomes of positive thinking (better ideas; new

approaches; resolving problems; clarifying views; stimulating interest; test capacity)

Forms of Conflict … (cont.) 2. Dysfunctional conflict

– Danger and disruptive force (personal glory); – More bitter, less easy to solve; – Confrontation or interaction between two groups

that harms organisation or prevents achievements

– Outcomes of negative conflict (withdrawal and less productivity; increased distance between people with mistrust and suspicion; concentration on narrow interest; bitterness and hostility increase; increase stress and employee turnover)

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Forms of Conflict 3. Optimal conflict/performance level

Types of Conflict 1.  Intrapersonal conflict (within an

individual); 2.  Interpersonal conflict (between

two individuals; 3.  Individual-institutional conflict

(between person and organisation);

4.  Intra-organisational conflict (between two or more groups within organisation) – vertical, horizontal, line-staff, role conflict.

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Tension between Individual and Organisation

Sources of Conflict

1.  Values – individual differences; 2.  Relationship – unfair treatment; 3.  Interests – limited resources; 4.  Communication – body language; 5.  Data/information - territory; 6.  Structure - specialisation; 7.  Procedures - environment.

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Organisational Conflict Approaches

Win-Lose Approach Win-Win Approach

Lose-Lose Approach Lose-Win Approach

Principles in Conflict Resolution

•  Keep the people and the problem separate;

•  Look for an intelligent solution; •  Set objective criteria to serve as

benchmark for successful resolution; •  Practise fairness and reasonableness; •  Remain calm and controlled.

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Managing conflict 1.  Peaceful co-existence (don’t criticise, threaten, humiliate;

act over-hasty; be friendly, polite, sympathetic, listen attentively, trust their intention, etc.)

2.  Compromise; 3.  Problem solving.

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Work through all 7 activities for examination

purposes.

Thank You!!