Avoiding the Incidence of Conflict in the Workplace

AVOIDING THE INCIDENCE OF CONFLICT IN THE WORKPLACE

According to Rahim (2011), the frequency of conflict in the workplace is rising rapidly. However, its effective managing tactics are not yet understood. Conflict has multiple functions that influence the outcomes that the workplace might experience, in many ways. In addition, these outcomes can be constructive or distractive depending on how an individual responds to the situation and how it has been handled out (, Dijkstra, Beersma & Cornelissen, 2012, Gelfand, 2008, Greenberg, 2011, Rahim, 2011, &Guoquan, Chunhong, & Tjosvold, 2005). Therefore, it has come to a question whether; conflict should or should not be avoided in the workplace. This essay is going to argue that, conflict should not be avoided in the workplace rather be manageable. In addition, this will be done by looking at its types, sources and its consequences. It is going to discuss three types of conflict mentioned by Greenberg (2011) and Rahim (2011), which are: substantive conflict, affective conflict and process conflict.

Conflict is a process that results due to opposing forces between individuals or groups about one’s own interest (Dijkstra et al., 2012, Gelfand, 2008, & Greenberg, 2011). Gelfand (2008) also define conflict as a social stressor. Furthermore, social stressor is any unexpected social demand, either physical or psychological in nature that occurs in our daily basis (Greenberg, 2011). As it has been mentioned above that there are three types of conflict that will be discussed which are: substantive, affective and process conflict. By substantive conflict it means, a conflict that occurs between individuals, due to them having different view points and opinions with respect to decision making with others. Furthermore, by affective conflict it means a conflict that result due to people experiencing personality clashes or interpersonal tension of some sort which might result to personal attacks. In addition, by process conflict it means a conflict that result due to different opinions regarding the operation in groups or workplace about responsibilities such as who is responsible for completing some sort of tasks and resource allocation (Greenberg 2011, & Rahim 2011). These types of conflict can be distractive and constructive as it has been mentioned above.

According to Dijkstra et al. (2012), Gelfand (2008) Greenberg (2011), Rahim (2011) and Guoquan et al. (2005), by constructive conflict it means that having conflict in the workplace can help build the organisation, improve its performance and productive efficiency. In contrast, having distractive conflict can cost the organisation by experiencing high rate of job turnover, absenteeism, sick leaves and also the health of an individual in the workplace. There are many sources that results to conflict, Greenberg (2011) mentioned: grudges, malevolent attributions,