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Individual-Group conflict occurs between an individual in the group and the group as a whole. This conflict can occur quite easily. Problems can arise if the individual’s needs or goals differ from the groups. [31] A common problem between an individual and their group is levels of commitment.
A struggle between a group of employees and management is an example of vertical strain or conflict. A clash between a sales department and production over inventory policy would be an example of horizontal strain. Certain activities and attitudes are typical in groups involved in a win-lose conflict.
There are a number of antecedents of intragroup conflict. While not an exhaustive list, researchers have identified a number of antecedents of intragroup conflict, including low task or goal uncertainty, [5] increased group size, [6] increased diversity (i.e., gender, age, race), [7] [8] lack of information sharing, [9] and high task interdependence.
The prisoner's dilemma model is crucial to understanding the collective problem because it illustrates the consequences of individual interests that conflict with the interests of the group. In simple models such as this one, the problem would have been solved had the two prisoners been able to communicate.
When individuals with a collaborative conflict style join a group, a switch to a competitive group conflict style (group behavior) can occur. [58] Additionally, other effects of dominant behavior within the group and between groups come into play. [58] Motivations such as greed, fear, and social identity increase in groups. [58]
Social conflict is the struggle for agency or power in society.Social conflict occurs when two or more people oppose each other in social interaction, and each exerts social power with reciprocity in an effort to achieve incompatible goals but prevent the other from attaining their own.
The discontinuity effect is known as the markedly greater competitiveness displayed between different, interacting groups relative to the competitiveness displayed when individuals interact with other individuals. [1] Given that group competition over scarce resources is believed to lead to group-level conflict (see realistic group conflict ...
Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict in the workplace. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting. Properly managed conflict can improve group outcomes. [1]