An interpersonal conflict may be any form of confrontation or interaction between groups that hinders the achievement of group goals Poduska, In a school setting where persons work closely and where job functions demand constant communication, some relationships will inevitably be wrought with conflicts. Conflicts can 1 cause stress, 2 cause frustration, 3 cause hostility, 4 result in impaired or bad judgment, 5 restrict freedom, 6 use valuable energy, 7 influence other workers negatively, 8 result in lack of confidence in principal or administrator, 9 detract from the attainment of goals and objectives. Some reasons for conflicts include:
It is indeed the rare organization that doesn't have to face the issue of conflict, and how to harness it so that it produces positive results rather than destruction.
In this article, we are going to Substantive and personalized conflict types at some important elements of conflict, how it escalates over time, and suggest a few general strategies for dealing with it.
Two Types of Conflict In the workplace and almost any settingyou are likely to find two forms of conflict. The first is conflict about decisions, ideas, directions and actions. We will call this "substantive conflict" since it deals with disagreements about the substance of issues.
The second form, "personalized conflict" is often called a personality conflict. In this form, the two parties simply "don't like each other much". Substantive Conflict Substantive conflict can occur on just about any issue, but its moving force is that the two parties simply disagree about an issue.
This can be a good thing or a bad thing.
Handled correctly parties in conflict can create, for themselves and those around them, the ability to resolve an issue with something creative, something better than either party's original position. Let's look at an example. A branch manager and a staff member are in conflict over work hours. The branch manager expects all staff to work standard hours, beginning at 8: The staff member wants to begin work at 9: On several occasions the staff member has arrived late, which makes it appear to the manager that the employee is being deliberately unwilling to follow the rules.
Rather than the situation deteriorating, the parties approach the situation, not as one that should be won, but with an eye on solving a problem.
After discussing the situation, and understanding each other's needsthey realize that a almost no customers call in the early morning b the few that do can be handled by other staff who like to be in at 8: The parties agree that it makes sense to modify work hours.
The benefits would never have occurred if this conflict hadn't occurred, or if either party played the situation as if it was a game to be one by one person or the other.
Did anybody really lose in this situation? Personalized Conflict While substantive conflict, if handled correctly, can be very productive, personalized conflict is almost never a good thing.
There are several reasons. First personalized conflict is fuelled primarily by emotion usually anger, frustration and perceptions about someone else's personality, character or motives. When conflict is personalized and extreme each party acts as if the other is suspect as a person.
Second, because personalized conflict is about emotion and not issues, problem solving almost never works, because neither party is really interested in solving a problem Third, personalized conflicts almost always get worse over time, if they cannot be converted to substantive conflict.
That is because each person expects problems, looks for them, finds them, and gets angrier. Let's look at the previous example but change the way the situation was handled.
When the branch manager approached the staff member about the tardiness, he showed his irritation plainly. The staff member, already feeling under the gun, felt that the manager was being unfair, and accusatory, and became defensive. This, in turn, resulted in the manager "laying down the law", andthat was how the situation was left.
After the discussion, the manager felt the employee was lazy and making excuses, while the employee felt the boss was out to get him.
Not surprisingly, the situation got worse. Even when the staff member was a few minutes late, for good reason, the boss jumped on him like a "ton of bricks".In order to effectively manage conflict, all parties must be treated with respect by the organization and by those who seek to resolve the conflict.
When respect for the concerns of the other person, or empathy, is offered, the other person's response is to reduce some of the defensiveness and hostility that typically occurs in conflict. While substantive conflict, if handled correctly, can be very productive, personalized conflict is almost never a good thing.
There are several reasons. First personalized conflict is fuelled primarily by emotion (usually anger, frustration) and perceptions about someone else's personality, character or motives. Test your understanding of types of conflict with this quiz/worksheet combo. The questions will quiz you on disagreements that do not arise to conflict and provide a scenario for analysis.
Quiz. Aug 06, · In literature, the definition of conflict exists in the struggle among varying and opposing forces - it is this conflict that drives a story forward.
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There are three types, or categories, of conflict and disagreements that can occur in a group: substantive, procedural, and affective. These three forms of conflict are natural and occur in most. Knowledge application - use your knowledge to answer questions about types of conflict Additional Learning Learn more about conflict by reviewing the accompanying lesson, Affective, Procedural & Substantive Conflict.