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Organizational Behavior
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Transition in conflict thought
The traditional view believed conflict should be avoided as it was seen as negative and the result of poor communication or unmet needs. Over time, views shifted and conflict came to be seen as natural and inevitable under the human relations view. Currently, the interactionist view holds that some conflict is necessary and positive, helping groups perform effectively, with task and process conflicts seen as functional if kept at low-to-moderate levels as they help clarify goals and methods.
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Discusses traditional views of conflict as negative, stemming from poor communication and unresolved needs.
Highlights the shift to Human Relations view, viewing conflict as natural and inevitable in group dynamics.
Explores the interactionist view where conflict is necessary for effective group performance, detailing types of conflicts.
Transition in conflict thought
- 1. Welcome to Organizational Behavior Transitionin conflict thought[ ]
- 2.
- 3. The traditional viewof conflict believes that conflict is bad and it should be avoided as much as possible. This view was more prevalent in the 1930’s and 40’s than it is today.
- 4. This view heldthat conflict was the result of poor communication, lack of openness, or failure to respond to employee needs.
- 5. All these thingsare negative and can be fixed so management thought that conflict could be fixed and should be fixed.
- 6. The views ofconflict have shifted over the years and have developed into more acceptance of conflict as a natural and inevitable outcome of group dynamics. This idea was prevalent in the late 40’s – 70’s and was called the Human Relations view of conflict.
- 7.
- 8. The current viewon conflict is that it is not only a positive force in a group but it is actually necessary for a group to perform effectively. This is called the interactionist view of conflict and is widely accepted today.
- 9. There are manytypes of interactionist conflict including task, relationship, and process. Task conflict arises when there is conflict over the content and/or goals of the work. If this type of conflict exists at low to moderate levels, then this is a functional conflict that can help individuals seek clarification or new ideas on how to accomplish their goals.
- 10. Process conflict occurswhen there is disagreement on how the work gets done. Low levels of process conflict represent functional conflict.