This preview has intentionally blurred sections. Sign up to view the full version.View Full Document
Unformatted text preview: 270 11.236 © Copy Right: Rai University M A N A G I N G P E O P L E Contents: Introduction Intraindividual Conflict Interpersonal Conflict Intergroup Conflict The Impact of, and Strategies for, Intergroup Conflict Conflict and competition Causes, symptoms and tactics of conflict Organizational conflict Managerial response to conflict Exercises Introduction Actions taken by individuals to block or interfere with others’ interests, because of perceptions of incompatible interests and the belief that others may be interfering with the perceiver’s interests may result in Conflict . Interactive behavior is bound to take place at various levels of the organization and these can often lead to conflict. There are various theories of the organisation as a co-operative or a conflict-ridden structure. Conflict can exist at an individual or group level. The main aim of grievance and disciplinary procedures is to provide the standard means for resolving conflict. The last resort, for either employer or employee, will be to terminate the contract, but steps will usually be taken to sort out problems before this stage. The employer, in resolving conflict, employs disciplinary procedures and the employee adopts grievance procedures - but both should be clearly defined. Both procedures, when seen together, are ways of policing unacceptable behaviour. Hopefully, industrial action and its harmful effects on corporate performance may be mitigated. At the very least, standard procedures will minimize the problem of adopting different treatments for similar incidents. Additionally, employers will have a stronger legal case - should this be necessary - if they have adopted standard procedures, such as the ACAS code. There can be various types of conflict that can take place at individual level which are: A. Intraindividual Conflict Conflict due to Frustration: An individual’s behaviour can well be explained in the traditional need-drive-goal model of motivation. As it happens, the achievement of goals is often frustrated in the day-to-day life of an individual and thus resulting in conflict within the person. These conflicts due to frustration take place essentially because of presence of barriers to goal achievement. These frustration may often trigger various defensive behaviours in the individual, viz. aggression, withdrawal, fixation etc. • Goal conflict This particular type of conflict may arise due to competing goals and can be of three specific types: • Approach-approach conflict, where the individual is motivated to two or more positive but mutually exclusive goals. • Approach-avoidance conflict, where the individual is motivated to approach a goal and at the same time is motivated to avoid it....
View Full Document
This note was uploaded on 04/05/2010 for the course HRM Managing P taught by Professor Fi during the Spring '10 term at Pakistan Institute of Fashion Design.
- Spring '10