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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.
Researcher Thomas K. Capozzoli (1995) classified conflicts by whether the outcome was constructive or destructive. Conflicts are constructive when people change and grow personally from the conflict; the conflict results in a solution to a problem; the involvement of everyone affected by the conflict is increased; the team becomes more cohesive.
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.
For example, a collaboration does not work if the goals of the two conflict parties are immutable and mutually exclusive. The different styles have different advantages and disadvantages. [104] Depending on the situation, different conflict styles can be considered desirable to achieve the best results. [105]
Role conflict can have many different effects on the work-life of an individual as well as their family-life. In a study in Taiwan, it was found that those suffering from role conflict also suffered greatly in their work performance, mainly in the form of lack of motivation. Those with role conflict did not do more than the bare minimum ...
Organizational identification and workplace freedom of speech has an effect on an individual's choice of expressing dissent (Kassing, 2000). If an individual highly identifies himself or herself with the organization, they are more likely to use the dissent strategy that mirrors the organization's values .
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 ...
Second, family-work conflict (FWC) refers to a situation where the pressures of the family role have an unfavorable impact on the role individuals have at work. An example of a (WFC-) spillover effect would be one in which an individual experiences a need to compromise on leisure time (i.e. private domain) due to work overload (i.e. work domain).