Management Terms for Conflict

Broadly defined as a process that begins when the other party senses that the other party is adversely affecting, or about to adversely affect, something they care about. It describes the range of activities that take place to move from interaction to conflict, including disagreement about goals, disagreement about interpretation of facts, and disagreement about behavioral expectations.

The narrow interpretation is flexible enough to cover all levels of conflict, from overt, violent activity to subtle disagreements. Conventional wisdom is that: conflict is all bad and negative, it is often used in conjunction with rioting, vandalism and irrationality to reinforce negative meanings, Time of origin: 1930s and 1940s.

The interpersonal view: conflict is inherent to all groups and organizations. Since conflict cannot be avoided, the interpersonal school of thought proposes acceptance of conflict; these proponents explain that conflict cannot be completely eliminated, and that sometimes it can be beneficial to a group's job performance.This idea dominated society from the late 1940s to the mid-1970s.

The interaction view holds that conflict should be encouraged. The view is that organizations that are cordial, peaceful, tranquil, and cooperative tend to become static, apathetic, and unresponsive to change and innovation. Therefore, the main contribution of this view is that it encourages managers to maintain a minimum level of conflict so that the group remains vital, self-critical, and innovative, and it proposes three categories of conflict types: task conflict, relationship conflict, and process conflict. 1, organizations and individuals have different understanding of the goal, different views, different ways to achieve the goal, different methods;

2, each person's personality, temperament, habits are different;

3, the allocation and use of resources on the conflict;

4, social roles are different, the task, responsibilities, interests, the pursuit of different;

5, information channels are not good, resulting in misunderstanding;

6, will not coordinate the relationship between the organization and the masses;

7, the lack of emotional catharsis place, the emotions of a long time backlog;

8, the distribution of inappropriate, unfair and unjust;

9, the gang consciousness, the narrow interests of the small group, and so on. Generally speaking, the development of conflict goes through five stages, they are the latent stage, the recognized stage, the felt stage, the processing stage and the ending stage.

1, latent stage

Latent stage is the germination of the conflict, when the conflict is still a secondary conflict, the existence of the conflict has not awakened. In this stage, the hotbed of conflict already exists, with the changes in the environment, the latent conflict may disappear, can also be radicalized.

2, recognized stage

In this stage, the existence of conflict has been felt, but at this time have not realized the importance of conflict, conflict has not caused actual harm to employees. If timely measures are taken at this time, conflicts that may erupt in the future can be moderated.

3, being felt stage

In this stage, the conflict has already caused emotional impact. There may be anger at the injustice or confusion about the choices that need to be made. Different individuals feel differently about the conflict, which is related to the person's personality, values and other factors.

4. Processing Stage

The conflict needs to be dealt with, and there are various ways of dealing with it. For example, escape, compromise, cooperation and so on. There are different ways to deal with different conflicts, even if the same conflict, different individuals take different measures. The handling of conflict concentrates on the individual's way of dealing with the world and his ability to deal with the world, as well as the individual's value system and his understanding of himself.

5. The ending stage

The handling of conflict always has an outcome. Different ways of dealing with it will produce different results. The outcome may be in favor of the parties or against them. When the conflict is completely resolved, the effect of that outcome will continue. In many cases, however, the conflict is not completely resolved and the outcome is only a staged result. Sometimes even dealing with one conflict brings about several others. According to the point of view of interaction, it is obvious that the view that all conflicts are good or all bad is not appropriate and does not correspond to the actual situation, so it is necessary for us to specifically analyze the positive and negative effects of conflict.

1, the positive role of conflict

First of all, the process of conflict resolution is likely to stimulate positive change in the organization. In order to eliminate conflict, people have to seek ways to change the existing ways and means. Seeking ways to resolve conflicts can not only lead to innovation and change, but may also make change easier for subordinates to accept, and even expected by employees.

The Beijing Switch Factory provides a case study of the benefits that can be gained by an organization that effectively resolves conflict. In the early 1990s, the factory administrative office of an incident, a business unit employees to the administrative office to ask for a computer to change the battery, due to the absence of personnel specifically responsible for the work and many times to pounce on the staff and the administrative office of the conflict caused by the administrative office of the leadership of the attention of the leadership of the conflict in the resolution of the same time, and then put forward the "99 + 1 = 0 The concept of "99 + 1 = 0", meaning that 99 work well, only one job is not done, the effect of its work is equal to zero. The factory director Huang Guocheng and on the basis of this formula, according to the requirements of the market economy and Beijing open and the actual factory on the "99 +1" connotation of a new definition: "all the work of the enterprise market-oriented, 99 work well, no market is equal to zero; 99 work well, the customer is not satisfied is equal to zero; 99 work well, the customer is not satisfied is equal to zero; 99 work well, the customer is not satisfied is equal to zero; 99 work well, only one work is not done, the effect of work is equal to zero. 99 work well, no market is equal to zero; 99 work well, the customer is not satisfied with zero; 99 work well, to seize the market, to strive for user satisfaction, must start from zero." Now 99+1=0 has become the management concept of Beijing Switchgear Factory, and the guiding principle for all the work of the enterprise.

Secondly, intentionally stimulating conflict in the process of decision-making can improve the effectiveness of decision-making. In the group decision-making process, due to the herd pressure or due to an authority to control the situation, or cohesive group in order to obtain internal consistency, and is unwilling to consider more alternatives, it may be due to the program failed to enumerate the full range of decision-making errors caused by the failure to raise objections or put forward a variety of different views in order to stimulate the conflict, it is possible to put forward more creative, improve the correctness and effectiveness of decision-making.

Once again, the conflict may form a competitive atmosphere, prompting employees to energize and work harder. Competition that causes one or more goals to be in conflict also has some benefits, and if employees feel that there is a competitive atmosphere in terms of job performance, they may be energized to come out on top of the competition.

2, the negative role of conflict

Conflict may also bring serious consequences:

First of all, conflict may disperse resources. Conflict may distract people's efforts to achieve the goal, the organization's resources are not mainly used to achieve the established goals, but consumed in the resolution of the conflict, time and money is often dispersed to remove the conflict on the two important resources.

Second, conflict is detrimental to the mental health of employees. Several studies have shown that being exposed to opposing views creates "hostility," tension, and anxiety. Over time, the presence of conflict can make it difficult to build and maintain mutually supportive, trusting relationships.

Thirdly, conflict arising from the requirement of internal competition may have an adverse effect on group effectiveness.

Internal competition may cause conflict, such as when two sales companies in order to expand sales in order to win the rewards of the head office, it may be due to the pursuit of local interests, in the competition for funds, personnel and other aspects of the conflict, if not handled correctly, may have an impact on the overall effect of the head office, if the enterprise encourages employees to make more efforts to develop a certain output targets, people may attach importance to the number of products, at the expense of the Product quality. 1, avoidance: by temporarily cooling or intermission, in order to avoid over-radicalization of the impasse.

2. Accommodation: Suppressing one's own needs to meet the needs of others in order to maintain a harmonious relationship.

3. Coercion: the practice of forcing the other person to give in to satisfy one's own needs.

4. Compromise: each party to a conflict makes a concession in order to reach an agreement.

5, synergy: through open and sincere communication with each other, to understand the differences between the two sides, and try to find a possible win-win solution, so that both sides get the maximum possible benefits.