Industrial Conflict

MeaningWhen different groups (unions, management,

and workers), different orientations and perceptions of their interests are present, conflict occurs.

At organizational level, it occurs due to the interactions of union leaders and management, union leaders and workers, and unions and workers and management.

It is any disagreement or contradiction between employer and employees on the employment related issues.

DefinitionIn simple word, conflict is a tension or collision

or disagreement.According to Kolb and Bartinek, “ Conflict can

be a disagreement, the presence of tension or some other difficulty within or between two or more parties.”

Conflict refers to disagreement or hostility between individuals or groups in the organization; it may mean even rivalry or competition or may be viewed as the perception of disagreement in the individuals.

Types of ConflictInter-personal conflictIntra-personal conflictInter-group conflictInter-group conflict

Types of ConflictInter-personal conflict occurs between two

individuals in an organization. Interpersonal conflict relates to disagreements, differences, or incompatibilities between an individual and his or her supervisor, subordinates or peers, It arises mainly because of differences in perception, temperament, personalities, value system etc.

Intra-personal conflict occurs within an individual. An individual is in conflict if he or she has difficulty making decisions because of uncertainty or if he or she is pushed or pulled in the opposite direction ; that is the alternatives are both attractive or unattractive.

Types of ConflictInter-group conflict occurs when conflict

arises between groups or teams. Such conflict arises when one group sets out to undermine the other, gain power and improve its image. Conflict may also arise from such causes as different viewpoints, group loyalties etc.

Disagreement or differences between or among the members of the group or its subgroup regarding goals or functions of the group is called Intra-group conflict .

Classification of views on conflict

Diverse views on the desirability of conflict may be divided into three groups:

The Traditional View: the early approach to conflict assumed that all conflicts are harmful and must be avoided.

The Human Relation View: The human relation group argue that conflict is a natural and inevitable outcome of any group.

The Interactionist View: The view of interactionist is that conflict is not only a positive force in a group but that is absolutely necessary in a group to perform effectively.

Positive outcomes of ConflictMotivate individuals to do better work and to work

harder.Long-standing problems are brought to the surface

and resolved.Provide creative, constructive and innovative ideas.Add variety to one’s organizational life, otherwise

work would be dull and boring.Conflicts may also serve as a system of checks and

balances for identifying problem areas.Synergistic solution to common problem.Improve individual and group performance,

Negative/ Dysfunctional outcomesSome people feel defeated and demeaned.Increasing the distance between peopleDevelop a climate of mistrust and suspicionCausing job stress and dissatisfactionReducing job performanceAn increase in turnoverAffecting loyalty

Various Dimensions of ConflictHandling Intentions

Various Dimensions of ConflictHandling IntentionsIn a conflict situation individuals exhibit

behaviors that represent two basic dimensions: Assertiveness vs. Submissiveness and Cooperation vs. non-cooperation.

Assertiveness vs. Submissiveness refers to the degree of activity, energy exhibited in one’s goal-oriented behavior.

Cooperativeness vs. Non-cooperativeness is the degree of concerns and activity or energy exhibited for satisfying the concern of the other party.

Various Dimensions of ConflictHandling IntentionsRepresenting these two basic dimensions

graphically, with non-cooperative vs. cooperative dimension on the X axis and unassertive vs. assertive dimension on the Y axis, five behavioral alternatives of conflict resolution are generated.

Each of these alternatives reflect different degrees of cooperativeness and assertiveness:AvoidingAccommodatingCompromisingCompetingCollaborating

Various Dimensions of ConflictHandling IntentionsAvoiding: It means desire to withdraw from or

suppress a conflict.Avoidance as a behavioral alternative is resorted to by an individual when:

He finds it extremely difficult to control or deal with the situation.

He is less confident to deal with the situation due to lack of required authority and resources.

He is uncertain what to do and is characterized by high fear of failure or of punishment.

He finds that others can resolve the issue better than himself.

Various Dimensions of ConflictHandling IntentionsAccommodating: The willingness of one party

in a conflict to place the opponent’s interests above his or her own.Accommodating as a behavioral alternative is

resorted to by an individual, when:He values his relationship with others more than

achieving certain personal outcomes.He is uncertain what he is expected to do due to

lack of clarity of goals.His intentions are to appease presently for certain

futuristic goals.Relationship with others helps him to overcome

his feelings of insecurity.

Various Dimensions of ConflictHandling IntentionsCompromising: A situation in which each

party to a conflict is willing to give up something.

An individual tends to compromise, when:He can exercise only a part control over a

given situation.He does not have full information or resources

and has to depend upon the other party or person for the rest of the information or resources.

Various Dimensions of ConflictHandling IntentionsCompeting: A desire to satisfy one’s interests,

regardless of the impact on the other party to the conflict.

Force as a behavioral alternative is employed when:

An individual has or feel that he has a considerable amount of authority and power.

one is characterized by feeling of superiorityThe other party is considered to be in a weaker

position.

Various Dimensions of ConflictHandling IntentionsCollaborating: A situation in which the parties

to a conflict each desire to satisfy fully the concerns of all parties.

People tend to collaborate when:They have trust in each other and believe that

being mutually supportive they can achieve their mutual goal.

They are clear about the goals to be achieved.The concern is to seek solutions than to look

for faults.