1) What is conflict?2) What are the differences among the traditional, human relations, and interactionist views of conflict?3) Describe a time when you experienced functional conflict in the workplace.
What was the result?1) Conflict is defined "As a process that begins when one party perceives another party has or is about to negatively affect something that the first party cares about" according to Stephen P. Robbins and Timothy A. Judge. This can happen for many reasons such as a difference of opinion, a difference of goals, or a difference in character.2) Traditional conflict was branded as a negative action that could result in destruction or violence, and thus it was avoided at all costs. Interactionist views of conflict are almost a polar opposite of traditional conflict with the exception that it is held to a peaceful conflict.
This is done to bring out competitiveness and drive amongst team and group members. Human relations conflict is the thinking that know matter how good or bad a group or team is conflict is going to happen within a group. Human relation conflict is more geared toward understanding and knowing how to resolve a conflict peacefully and in a way that benefits everyone.3) A functional conflict that happened at work was when four foremen were all put on one job site because work was slow and management wanted to keep us all working.
We all had different ways of doing things, getting things done, and organizing. The end result was compromise of splitting the store we were working on into different sections that we were each responsible for so that everyone did things their way in that part of the store, and in the other parts we worked on them how that individual wanted them done. Ultimately it worked out great it just took some discussing in the beginning.Another ResponseThe broad definition of conflict is a process that begins when one party perceives another party has or is about to negatively affect something the first party cares about. (Organizational Behavior, pg.
454) Conflicts can translate into different interpretations of facts, disagreements based on behavioral expectations, and incompatible goals. The traditional view of conflict is that it must be avoided because it indicates that a group is malfunctioning. It is my opinion that all groups will have some form of conflict and to avoid it will create more conflict. The interactionist view supports my opinion. It states that not only can conflict be positive for a group but that a little conflict is necessary for a group to perform effectively.
Majority of human relations conflicts are dysfunctional. Interpersonal hostility increases personality clashes and decreases mutual understanding. The last time that I have experienced functional conflict in my work place was during preparation for a major sale event. We were constructively disagreeing over how to effectively flex products to have the highest dollar generation without using a ton of man hours to do the flex. Everyone had their own opinions on what would work best for the stores.
We ultimately resolved our issues by combining ideas to make an all new format that hadn’t been done in stores before.
