Interpersonal Conflict

Table of Contents

Introduction1

Discussion1

Variations3

Conclusion4

References5

Interpersonal Conflict

Introduction

This research paper discusses the topic of interpersonal conflicts. This is considered to frequent occurring phenomenon where people interact often. Organizations are moving towards team structures and it is identified that collaborative style is the key to success in modern competition. The barrier to this collaboration and synergy formation are the conflicts. This paper discusses the concept of conflict, in how many ways it can be handled and what causes the variation in the styles of dealing with such conflicts.

Discussion

Organizations exist to achieve some collective goals. Even individuals and group also possess their own respective goals inside and outside the organizations. Many times the difference in these goals interests and desires result in a conflict. Conflicts occur frequently in an organization and affect the processes, outcomes, and individuals in an organization. A common definition of conflict can be said to as, a struggle between two or more interdependent parties who perceive scarce resources, incompatible goals, ad interference from the other part in the achievement of their goals (e.g., Pondy, 1967; Fink, 1968; Wall and Callister, 1995; Thomas, 1992).

The evidence of importance of topic “conflict” is evident from the 70 years researches conducted on this topic. The work includes handbooks, books, chapters, researches and journal review articles (e.g., Fink, 1968; Deutsch, 1990; Pondy, 1967; Greenhalgh, 1987; Putnam and Poole, 1987; Thomas, 1976; 1992a; Pruitt and Rubin, 1986; Wall and Callister, 1995; Tjosvold, 1991). However, the definition of the term conflict is in conflict in itself. In the literature the term conflict has been used for many types of conflicts including, ethnics, religious, racial, marital, gender, personality, value, gender role etc. and the context of conflict also differs from home to the battlefields.

Three basic elements of conflicts are disagreement, negative emotion and interference (Barki and Hartwick, 2001; Putnam and Poole, 1987; Pondy, 1967; Wall and Callister, 1995; Thomas, 1992a; 1992b;). A relationship irrespective of depth fosters some conflict in it. Understanding each other is still not a guarantee to not have conflicts.

Much has been said about defining the conflict. There are basically five ways to deal with this phenomenon of conflict, avoiding, accommodating, competing, collaborating and compromising. Avoiding he conflict is some time referred to as lose-lose situation. Since, in this approach people normally avoid each other. Today, the competitive forces demand collaboration of individuals to develop synergies, however, this avoiding style is incompatible with this ...