Conflict at Work
Definition of Conflict
“Interpersonal Conflict occurs between two or more persons when attitudes, motives, values, expectations or activities are incompatible and if those people perceive themselves to be in disagreement” (John Hunt, 1982)
Conflict Theory
Conflict theory talks about why people think and act the way they do and what conditions and causes influence a certain response in human behaviour. While there have been many different views on conflict theory and it has taken a multitude of different forms, it often seems that the Marxian theory is the one that represents the predominant example of conflict theory in sociological literature.
The Marxist theory of conflict argues that there is a huge difference between social classes; the wealthy and the poor and that power plays a significant role in initiating conflicts as the powerful groups use their power in order to exploit groups with less power.
What leads to conflict?
Value Differences : Values are beliefs that help people make decisions about what is right or wrong, good or bad, and normal or not normal. People always have different life experiences, so ultimately different sets of values and beliefs guide their decisions and behaviour. People struggle over religion, politics, race, humanitarian issues, ethics and morals, abortion, sex, and more. Based on different beliefs, the value system is a strong driver of behaviour and a frequent source of conflict in general.
Misinterpretations/lack of communication: Instructions are often misinterpreted. The ability to communicate is one of the most commonly used skills. As such, sometimes communication is taken for granted so the words that are used do not always clearly state the picture in people’s minds. When this occurs, errors often result that lead to frustration. Depending on a multitude of factors (stress level for one), the error sometimes results in conflict if neither person is willing to accept responsibility for it. If tasks are
“Interpersonal Conflict occurs between two or more persons when attitudes, motives, values, expectations or activities are incompatible and if those people perceive themselves to be in disagreement” (John Hunt, 1982)
Conflict Theory
Conflict theory talks about why people think and act the way they do and what conditions and causes influence a certain response in human behaviour. While there have been many different views on conflict theory and it has taken a multitude of different forms, it often seems that the Marxian theory is the one that represents the predominant example of conflict theory in sociological literature.
The Marxist theory of conflict argues that there is a huge difference between social classes; the wealthy and the poor and that power plays a significant role in initiating conflicts as the powerful groups use their power in order to exploit groups with less power.
What leads to conflict?
Value Differences : Values are beliefs that help people make decisions about what is right or wrong, good or bad, and normal or not normal. People always have different life experiences, so ultimately different sets of values and beliefs guide their decisions and behaviour. People struggle over religion, politics, race, humanitarian issues, ethics and morals, abortion, sex, and more. Based on different beliefs, the value system is a strong driver of behaviour and a frequent source of conflict in general.
Misinterpretations/lack of communication: Instructions are often misinterpreted. The ability to communicate is one of the most commonly used skills. As such, sometimes communication is taken for granted so the words that are used do not always clearly state the picture in people’s minds. When this occurs, errors often result that lead to frustration. Depending on a multitude of factors (stress level for one), the error sometimes results in conflict if neither person is willing to accept responsibility for it. If tasks are
References: Guirdham. M. (1995) Interpersonal Skills at Work. London: Prentice Hall Kakabadse, A; Bank, J & Vinnicombe, S (2005) Working in organisations 2nd ed; London: Penguin Pedler, M; Burgoyne, J and Boydell, T (2006) A manager 's guide to self-development (5th edition), London: McGraw-Hill Education Hardingham, A., (1998) Working in teams. London: Management Shapers http://www.kilmann.com/conflict.html