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Intra-personal role conflict occurs when an individual in one role believes that others have many different expectations for him/her in regards to that role. "The school superintendent, for example, may feel that the teachers expect him to be their spokesperson and leader, to take their side on such matters as salary increases and institutional ...
Spillover effects apply to situations in which there is a form of inter-role conflict. That is, being involved in a work-role may put strains on the family role, or vice versa ( [ 5 ] ). This implies that an additional categorization can be made between two different types of inter-role conflict ( [ 6 ] ).
The theory of "role strain", developed by sociologist William J. Goode in 1960, states that social institutions are supported and operated by role relationships. Due to these role relationships that individuals may feel "role strain", or difficulty fulfilling their sociological duties in the relationship.
By comparing the extent of agreement or disagreement among the ranks, a measure of role conflict was obtained. [19] Role strain or "role pressure" may arise when there is a conflict in the demands of roles, when an individual does not agree with the assessment of others concerning his or her performance in his or her role, or from accepting ...
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.
An example of role strain is "a student who is torn between the obligations of school, their parents, and their job". [20] This is role strain because the status of being a student comes with multiple responsibilities that make it difficult to handle all at the same time.
Social conflict theory is a Marxist-based social theory which argues that individuals and groups (social classes) within society interact on the basis of conflict rather than consensus. Through various forms of conflict, groups will tend to attain differing amounts of material and non-material resources (e.g. the wealthy vs. the poor).
Conflict between work and family is bi-directional.There is a distinction between what is termed work-to-family conflict and what is termed family-to-work conflict. [3]Work-to-family conflict occurs when experiences and commitments at work interfere with family life, such as extensive, irregular, or inflexible work hours, work overload and other forms of job stress, interpersonal conflict at ...