A Conflict Is A Clash of Interest. The Basis of Conflict May Vary But It Is Always A Part of Society

A conflict is a clash of interest.
The basis of conflict may vary but it is always a

part of society.
Personal conflict
A personal conflict involves a conflict between two people, most often from a
mutual dislike or personality clash. According to Boston University FSAO,
"Causes for workplace conflict can be personality or style differences and personal
problems such as substance abuse, childcare issues, and family problems.
Organizational factors such as leadership, management, budget, and disagreement
about core values can also contribute."
University of Colorado–Boulder cites as primary causes of workplace conflict as

poor communication, different values, differing interests, scarce resources,
personality clashes, and poor performance.
Many difficulties in this area are beyond the scope of management and more in the
province of a professional counselor or workplace mediator, but there are some
aspects of personal conflict that managers should understand and some they can
possibly help remedy. Social conflict refers to interpersonal, intragroup, and
intergroup differences. Organizational conflict at the interpersonal level includes
disputes between peers as well as supervisor-subordinate conflict.
It was pointed out that there is a basic incompatibility between the authority and
structure of formal organizations and the human personality. Human
behavior cannot be separated from the culture that surrounds it.
What Is Interpersonal Conflict?

Interpersonal conflict occurs when a person or group of people frustrates or
interferes with another person's efforts at achieving a goal. According to some
researchers, conflict can consist of three different components.
Interpersonal Conflict
As you might guess, interpersonal conflict is conflict due to differences in goals,

value, and styles between two or more people who are required to interact. As this
type of conflict is between individuals, the conflicts can get very personal.
 Interpersonal Conflict. This level of conflict occurs when two individuals

have differing goals or approaches in their relationship. Each individual has
their own type of personality, and because of this, there will always be
differences in choices and opinions. Compromise is necessary for managing
this type of conflict and can eventually help lead to personal growth and
developing relationships with others. If interpersonal conflict is not
addressed, it can become destructive to the point where a mediator (leader)
may be needed.
The behavioral component of conflict involves someone interfering with the

objectives of another person. For example, a co-worker and you may be competing
in a sales contest, and he constantly bugs you during your sales calls to trip up your
sales pitch. He also throws away message slips from your potential customers that
the receptionist leaves when you're away from your desk.
The cognitive component involves a disagreement between the parties that

illustrates the differences between the interests and objectives of the conflicting
parties. For example, as the vice president of research and development, you may
have a disagreement with the vice president of production over the allocation of
company resources because you each have different goals and objectives that relate
to your particular division.
The affective component relates to the negative emotional states of the conflicting

parties. For example, conflict with a co-worker may make you feel anger, stressed,
and frustrated.
Conflict Management
Conflict Management may be defined as the process of reducing negative

outcomes of conflict while increasing the positive. Effectively managed conflicts
can lead to a resolution that will result in positive outcomes and productivity for
the team and/or organization (Loehr, 2017b; Evans, 2013). Leaders need to be able
to manage conflict when it occurs, and their ability to manage them is critical to
the success of the individuals and/or teams involved (Guttman, 2004).
The word “conflict” tends to generate images of anger, fighting, and other ugly
thoughts that leave people bruised and beaten. Conflict isn’t uncommon in the
workplace, and it isn’t always good. But it isn’t always a bad thing, either.
Conflict is a perception—meaning it only really exists if it’s acknowledged by the

parties that are experiencing it.
Conflict is when two people or groups disagree, and the disagreement causes
friction. One party needs to feel that the other’s point of view will have a negative
effect on the final outcome.
Conflict can be destructive to a team and to an organization. Disadvantages can

include:
 Teams lose focus on common goals

 Winning eclipses any other goals of the group
 Judgement gets distorted
 There is a lack of cooperation
 Losing members lack motivation to continue participation
But if managed well, conflict can be healthy and spark creativity as parties try to
come to consensus. Some of the benefits of conflict include:
 High energy
 Task focus
 Cohesiveness within the group
 Discussion of issue
Conflict Management Styles
We talked earlier about the “intentions” stage of conflict when we discussed how
conflict develops. The intentions stage discusses how each player in the conflict
interprets the statements and actions of the other conflict participant, and then the
reaction that they give. Those reactions are the basis for conflict management.
Whether you’re managing the conflict of two subordinates or embroiled in the

midst of your own conflict, you make a choice on how the conflict should be
managed by weighing the importance of the goal against the importance of the
relationships in questions.
Figure 1. Five primary styles of conflict management
Each person brings his own innate style of conflict management to the party. Are
they all right or all wrong? Let’s look at Teresa and Heitor’s situation once more—
they’re charged with the task of bringing new customers to their business. Teresa
wants to use direct mail to bring attention to their company’s offerings, and Heitor
wants to move forward with an expensive television ad campaign. Teresa thinks
that Heitor is wasting dollars by putting the message out there for an untargeted
audience of viewers, and Heitor thinks that Teresa is wasting dollars by sending
something out that’s just going to get tossed in the trash.

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A conflict is a clash of interest.

The basis of conflict may vary but it is always a

University of Colorado–Boulder cites as primary causes of workplace conflict as

What Is Interpersonal Conflict?

As you might guess, interpersonal conflict is conflict due to differences in goals,

 Interpersonal Conflict. This level of conflict occurs when two individuals

The behavioral component of conflict involves someone interfering with the

The cognitive component involves a disagreement between the parties that

The affective component relates to the negative emotional states of the conflicting

Conflict Management may be defined as the process of reducing negative

Conflict is a perception—meaning it only really exists if it’s acknowledged by the

Conflict can be destructive to a team and to an organization. Disadvantages can

 Teams lose focus on common goals

Conflict Management Styles

Whether you’re managing the conflict of two subordinates or embroiled in the

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