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Organizational conflict, or workplace conflict, is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations. There is the inevitable clash between formal authority and power and those individuals and groups affected.
Organizational conflict is a recurring issue in many workplaces due to numerous factors. [1] In the National Football League and many other professional sports organizations, internal drama between players, coaches, and executives may often be publicized by the national media.
An organizational conflict of interest (OCI) may exist in the same way as described above, for instance where a corporation provides two types of service to the government and these services conflict (e.g.: manufacturing parts and then participating in a selection committee comparing parts manufacturers). [68]
For example, in Fischer's organizational research at the University of Oxford, inter-group conflict was so 'heated' that it became mutually destructive and intractable, resulting in organizational collapse.
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.
Conflict tends to have negative consequences for both the individual and the organization. There are numerous negative effects of group-group conflict. For example, individuals in the group tend to have an increased lack of interest in work, higher job dissatisfaction, and more work anxiety. [citation needed]
This sub-category includes categories and articles that deal with the subjects of organisational conflicts whether public or private, small or global in scope, and their history, process and outcomes.
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.