Accounting technicians scheme west africa
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- Vertical hierarchical Conflict
- Goal Conflict when two or more competing goals exists (i) Approach-Approach Conflict
| (b) Group Conflict (i) Inter-group Conflict over authority, jurisdiction and resources. For example goal incompatible, task independence, resource allocation. ii) Inter-organizational Conflict: Incompatible objectives, Conflicts over status Prestige. (c) Organizational Conflict (i) Horizontal Conflict: between employees or departments at the same hierarchical level in an organization. ii) Vertical hierarchical Conflict This occurs usually in superior/subordinate relations iii) Line and staff Conflict: This is a clash of domains caused by dividing expertise, authority and roles. iv) Inter-organizational conflict: This refers to conflict between an organisation and other organisations. (d) Goal Conflict when two or more competing goals exists (i) Approach-Approach Conflict: A person wants two positive situations but can only have one. ii) Approach-Avoidance Conflict: A goal conflict in which a person attempts to achieve a goal that has both positive and negative aspects. iii) Avoidance-Avoidance Conflict: A conflict that a person faced with two negative goals and may simply leave the situation. D.3 Development of Conflict There are two views on the nature of conflict in a group or organization - (a) traditional and (b) human relations. In the traditional view, conflict is negative and destructive and should be avoided at all costs. The human relations view of conflict on the other hand, suggests that conflict is a natural outcome of interaction among members in a group and is therefore, inevitable. This view suggests that conflict is acceptable and should be encouraged. Conflict involves situations in which differences are expressed by interdependent people in the process of achieving their needs and goals, and it arises when a difference between two or more people necessitates change in at least one person in order for their engagement to continue and develop. 307 Conflict is inevitable and often good, for example, good teams always go through the "forming, storming, norming and performing" phases. Getting the most out of diversity means often- contradictory values, perspectives and opinions. Conflict is often needed as it a) Helps to raise and address problems b) Energizes work to be on the most appropriate issues c) Helps people "be real, for example, it motivates them to participated) Helps people learn how to recognize and benefit from their differences. Download 3.37 Mb. Share with your friends:
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