Using Conflict for organisational benefit

à An overview Ã

Conflict is the gadfly of feeling. It stirs us to observation and memory. It instigates invention. It shocks us out of docile passivity, and sets us at noting and contriving ...Conflict is a sine qua non of reflection and ingenuity.

--John Dewey

It has been say that the Chinese symbol for troth is a combination of the symbols for luck and danger. This suggests that, at least in the Chinese culture, conflict includes the opportunity for resolution, and carries significant consequences if it is not resolved. The Merriam Webster Dictionary defines conflict as the rivalrous or opposing action of incompatibles : antagonistic state or action (as of divergent ideas, interests, or persons). As conflict increases, it normally results in an increased impulse by the parties to win, an increased desire to save face, and a heightened concern for vengeful actions.

Conflict is part of leading, following, doing, and view in an organization. Conflict is inevitable in organizations as good deal with different responsibilities, training, and outlook try to coordinate. Conflict is so distributive that it has been difficult to define. There is a great deal of conflict among social scientists about how conflict can best be defined.

Conflict is defined here as incompatible activities and fashions One persons behavior is thought to be obstructing and interfering with anothers.



Conflict is often thought to be bargaining and negotiation where protagonists have opposing interests and goals. What peerless commands opposes and frustrates what others want. Although they have a common interest in ambit an agreement, they have competitive interests regarding what proposal should be adopted.

While many conflicts adjure for negotiation and bargaining, not all conflict is based on opposing goals. People with common, cooperative goals often have a great deal of conflict. Overlapping, cooperative goals do not minimize...

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