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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.
Workplace bullying overlaps to some degree with workplace incivility but tends to encompass more intense and typically repeated acts of disregard and rudeness. Negative spirals of increasing incivility between organizational members can result in bullying, [ 18 ] but isolated acts of incivility are not conceptually bullying despite the apparent ...
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.
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.
Effects of intragroup conflict on group performance or outcome is moderated by a number of factors including the context under which it is examined and the type of outcome. [14] According to one study, task conflict has a less negative relationship (and at times even positive) with group performance and outcomes than believed previously. [ 14 ]
Clemmer uses a metaphor to explain the effects of employee silence and poor communication in organizations. He formulates the metaphor using a character named Pete, who begins to see imaginary moose in his place of work that represent all the problems that aren't being addressed and have gotten larger over time.
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 ...
Interpersonal conflict among people at work has been shown to be one of the most frequently noted stressors for employees. [70] [71] Conflict can be precipitated by workplace harassment. [72] Workplace conflict is also associated with other stressors, such as role conflict, role ambiguity, and heavy workload.
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