Potential Conflict or Incompatibility The existence of conditions that allow conflict to emerge is the initial stage in the conflict process. The presence of these circumstances does not ensure the occurrence of conflict. For example, employees may be willing to compromise their interests for the good of the company. However, if there are significant differences between them (such as how they view the situation), conflict is likely to occur.
Conflict has many definitions. Here we will focus on organizational conflict, which is defined as "the negative impact that beliefs and attitudes about a person, group, or issue have on cooperation." Conflict can exist between individuals (intra-group conflict) or between groups (inter-group conflict).
Conflict is part of life. It is important to recognize that conflict exists so that ways can be found to resolve it. Without resolving conflict, its effects include increased stress, decreased job satisfaction, and reduced productivity. Organizations that fail to resolve conflict may also experience higher staff turnover, less innovation, and lower profits.
How do organizations deal with conflict? There are two main approaches: problem-solving and consensus building. Problem-solving involves discussing various perspectives on a situation and finding a solution that satisfies all parties involved. This approach tries to find common ground while maintaining differences.
The following are the five steps of the dispute resolution process:
Conflict begins (stage 1) when an individual or group becomes frustrated while pursuing significant goals. In the second stage, the person or group strives to comprehend the nature of the problem and its underlying causes. In the third stage, they decide on a course of action. And in the final stage, they implement that action.
The origins of conflict are found in the differences of opinion people have about themselves and their world. These differences are expressed in the forms of arguments, disputes, and battles between individuals or groups within a society. Conflict is also fueled by an individual's or a group's desire for power and control over others.
Conflicts can be internal or external. Internal conflicts involve disagreements between thoughts, feelings, and desires inside a person's mind. Examples include fights between reason and instinct, understanding and prejudice. External conflicts involve disputes with other people or groups outside the person's own family or community. They can be territorial (such as wars) or economic (such as labor disputes).
Both internal and external sources of conflict exist within every human being. It is our job to understand them and their role in our lives.
Conflicts develop as a result of fear, force, fairness, or money. Other drivers of conflict include communication breakdowns, personality differences, poor performance, disagreements over approaches, responsibility, and authority, a lack of cooperation, and competition for limited resources.
Conflict is natural in meetings because everyone has different perspectives about what should be done next. These differences of opinion are important parts of making good decisions. However, if these differences are not resolved through discussion, they will cause resentment and may lead to conflicts.
There are two main types of conflict at meetings: interpersonal and procedural. Interpersonal conflicts involve differences of opinion between people. These can occur between members of a group, like employees in an organization, or between members of different groups, like unions representing workers at different plants. Procedural conflicts involve differences over how a meeting should be conducted, such as who should make presentations. These can also arise between members of a group, such as when someone wants to speak but another person has priority according to the meeting's schedule. Occasionally, procedural conflicts between groups will surface, such as when one group wants to discuss issues related to their employment while another group wants to talk about problems with a project they are working on together.
Both types of conflict can prevent groups from reaching agreement about what should be done.
The Conflict Resolution Procedure There are five stages to the conflict process: (1) potential opposition or incompatibility; (2) cognition and personalizing; (3) intentions; (4) conduct; and (5) consequences (Robbins & Judge, 2005).
During the first stage, potential opposition or incompatibility between individuals is recognized. In other words, someone sees a problem with what another person is doing or planning to do. The seeing and recognizing of this potential opposition is called "potential opposition" or "incompatibility." For example, Joe sees that Mary's plan to move into the neighborhood next door will cause problems for everyone involved. Or Jane realizes that Tom intends to take Linda out for pizza tonight instead of going to his movie with her. Potential opposition can also be called "differences" or "arguments." These are just two examples of how people may come to realize that they have differences in opinion about something. When they do, they go through the process of resolving their difference of opinion or argumentation.
At the second stage, individuals think about and remember the situation that caused them to become aware of the potential opposition or incompatibility. They recall events from the past and imagine future events that might occur as a result of their disagreement. This is called "cognition" and it helps people understand why they think or act as they do.