A simple definition of conflict is that it is ant tension which is experienced when one person perceives that ones need

or desires are or likely to be thwarted or frustrated. Acc. to David L. Austin, it can be defined as a disagreement between two or more individuals or groups, with each individuals or group trying to gain acceptance of its view or objective over others.

Thus, we can say that fighting, hostility and controversy, all of which can be called conflict, are nearly everyday fare for individuals. It is an absolutely predictable social phenomenon and it should be channeled to useful purposes.

Causes: Poor communication Lack of openness Failure to respond to employee needs

Individual level of conflict Interpersonal conflict Group level conflict

Three types of conflicts are being experienced by individual:FRUSTATION GOAL CONFLICT

Approach-approach conflict Approach-avoidance conflict Avoidance-avoidance conflict

ROLE CONFLICT

FRUSTRATION:- when an individual is unable to do what he wants to do, he becomes frustrated. It is the highest level of dissatisfaction which generates conflict in the individual. GOAL CONFLICT:- A common source of conflict for an individual in the organization is the existence of two or more competing goals. Three types of goal conflict have been identified:APPROACH-APPROACH CONFLICT APPROACH-AVOIDANCE CONFLICT AVOIDANCE- AVOIDANCE CONFLICT

APPROACH-APPROACH CONFLICT:- individual faces two equally attractive options

for ex:- a person has to choose between accepting a promotion in the present organizations and taking a desirable job with another organization. This type of conflict has least impact on the organizational behaviour.

APPROACH-AVOIDANCE CONFLICT:- single goal has both the positive as well as negative qaspects.
For ex:- a person may be offered a promotion carrying much higher pay and status but away from his home town. In this approach conflict is

AVOIDANCE-AVOIDANCE APPROACH:- two alternatives bith are unattractive.

For ex:- a person may dislike his present job but the alternative of resigning and looking for another job may be equally unattractive. In this situation, the goal having comparatively lesser negative element may be retained and other be abandoned.

ROLE CONFLICT:- every person plays number of roles in social and organizational situations. Every individual in the organization is expected to behave in a particular manner while performing a specific role. When the expected role is different, situation of role conflict arises

Causes of conflict have been categorized under three aspect:COMMUNICATIONAL ASPECT OF CONFLICT BEHAVIOURAL ASPECT OF CONFLICT SRUCTURAL ASPECT OF CONFLICT

Lack of proper communication can be conflict. The problem of communication process could be due to:Too much or too little communication Filtering of communication which means information is passes through many levels or through many members. Semantic problems arise due to differences in background, training, selection and inadequate information about others. Problems of noise.
ALL THESE PROBLEMS MAY TEND TO STIMULATE MISUNDERSTANDING AMONG MEMBERS WHICH IF NOT RESOLVED WILL RESULY IN CONFLICT. ADEQUATE & COMPLETE COMMUNICATION IS VERY IMPORTANT.

It arises out of human thoughts & feelings, emotions & attitudes, personality traits. Some of the important causes of this state are:Some peoples value or perceptions of situations are particularly likely to generate conflict with others. The conflict may also be based on personal biases regarding race, religion etc. It may be because of differing views about various issues. From organizational point of view, there is conflict between the goals of formal organization and psychological needs of individual, because both of these are inconsistent with each other

These conflicts arises due to structural designs of organizations:The larger the size of organization, more will be the chances of conflict. Also distinction between line and staff unit within the organizations. Participation of subordinates in decision making process is one of the cause of conflict. Role ambiguity is also one of the cause of conflict. Scarcity of resources like capital, facilities, staff assistance causes conflict among people and units who share these and who have to compete for them.

There may be two approaches for managing the organizational conflict

PREVENTIVE MEASURES CURATIVE MEASURES

ESTABLISHING COMMON GOALS:- the basic strategy of reducing the conflict should be to find common goals upon which groups can agree and to reestablish valid communication between groups. REDUCTION IN INTERDEPENDENCE:- less interdependence, less conflict. REDUCTION IN SHARED RESOURCES:- the management should increase the resources so that each unit is independent in using them.

TRUST & COMMUNICATION:- the greater the trust, the more open & honest is the communication. COORDINATION:- properly coordinated activities reduce the conflict. USE OF SUPERIOR AUTHORITY:- conflict may be referred to a common superior, who will resolve the conflict by giving a decision. REORGANIZATION OF GROUPS:- a manager can prevent the occurrence of many conflicts by reorganization of the groups.

Accommodating

collaborating

high
concern For others low Avoiding Low

competing
concern for self high