Course 1.7-Organizational Psychology
Problem 4. Conflict-Bullying
CONFLICT
Conflict: Is a negative state of mind that is perceived by both parties that are involved. A
process happens when a group or individual perceives that another individual or group are
frustrated or about to frustrate the attempts of the former to attain a goal.
It can involve incompatible differences between parties that result in interference or
opposition that can lead to antagonism, violation of rules and procedures.
A phenomenon related to power and politics can involve groups or individuals.
Conflict towards task or relationships.
Conflict VS Competition: In competition groups strive for the same goal, there is no
antagonism, and no rules are violated.
Innovative role of competition: It remains unclear whether conflict is harmful or beneficial
for an organization. There is support that conflict can lead to innovative ideas to battle the
competitor but the result benefits the organization.
FRAME OF CONFLICT
AMASON, HOCKWATER, TOMPSON AND HARRISON
Type C (cognitive conflict): Refers to concrete problems that can be dealt with on an intellectual level.
Type A (affective conflict): Refers to more subjective issues that center around an emotional level.
It would be more successful to be partial towards cognitive conflict rather than emotional
conflict. This will result to frank disclosure, consideration of different viewpoints and not in
engaging in bad tactics or anger.
UNITARY PERSPECTIVE
Unitarism: View that management is the only source of power and authority and everyone is
pulling towards one direction united by the same goals.
Conflict was considered as harmful and a process that should be avoided. A negative
outcome because of poor communication, lack of openness and trust and inability of
the superiors to respond to the needs and aspirations of the subordinates.
Managers were capable of fixing conflict permanently
No focus on the reason of conflict just to find a solution
PLURALISTIC PERSPECTIVE
Pluralism: View that organizations consist of many separate groups that have their own
interests.
Conflict was considered as a natural phenomenon that at times can be beneficial for
the performance of the members of a group.
, Course 1.7-Organizational Psychology
Problem 4. Conflict-Bullying
It results from individuals that want to achieve their personal goals/interests (clash
of interests)
The management should mediate conflict by finding an acceptable compromise to
secure the function of the organization- Realistic mind, work towards the mutual
interest of the conflicting parties.
INTERACTIONIST PERSPECTIVE
The current approach on conflict.
Encouragement of a minimum level of conflict to make sure the group is viable, self-
critical and creative.
This perspective implies that peace, tranquility, harmony and cooperation might
create apathy and increase tolerance, decrease motivation and need for change.
Functional conflict: facilitate the attainment of the group’s goals and improve performance.
Low to moderate levels of subtle or controlled opposition that could lead to arousal
of motivation and creative activities.
Dysfunctional/destructive conflict: Uncontrolled opposition, difficulties in communication,
undermines cohesiveness and leads to consideration of fighting between members as more
important than their common goal.
The survival of the group is threatened and work violence is possible if dysfunctional
conflict is at an extreme level.
MANIFESTATION OF CONFLICT
INDIVIDUAL CONFLICT
Frustrated individuals when their pathway to achieve their personal goals is blocked
o Sabotage is a possible manifestation. In the past it involved destroying
property etc. now it is more digitalized and mainly involves computers and
the access to them.
Role conflict is also a form of individual conflict
o Between working roles
o Between values-working roles
o Autonomy-Bureaucracy
Problem 4. Conflict-Bullying
CONFLICT
Conflict: Is a negative state of mind that is perceived by both parties that are involved. A
process happens when a group or individual perceives that another individual or group are
frustrated or about to frustrate the attempts of the former to attain a goal.
It can involve incompatible differences between parties that result in interference or
opposition that can lead to antagonism, violation of rules and procedures.
A phenomenon related to power and politics can involve groups or individuals.
Conflict towards task or relationships.
Conflict VS Competition: In competition groups strive for the same goal, there is no
antagonism, and no rules are violated.
Innovative role of competition: It remains unclear whether conflict is harmful or beneficial
for an organization. There is support that conflict can lead to innovative ideas to battle the
competitor but the result benefits the organization.
FRAME OF CONFLICT
AMASON, HOCKWATER, TOMPSON AND HARRISON
Type C (cognitive conflict): Refers to concrete problems that can be dealt with on an intellectual level.
Type A (affective conflict): Refers to more subjective issues that center around an emotional level.
It would be more successful to be partial towards cognitive conflict rather than emotional
conflict. This will result to frank disclosure, consideration of different viewpoints and not in
engaging in bad tactics or anger.
UNITARY PERSPECTIVE
Unitarism: View that management is the only source of power and authority and everyone is
pulling towards one direction united by the same goals.
Conflict was considered as harmful and a process that should be avoided. A negative
outcome because of poor communication, lack of openness and trust and inability of
the superiors to respond to the needs and aspirations of the subordinates.
Managers were capable of fixing conflict permanently
No focus on the reason of conflict just to find a solution
PLURALISTIC PERSPECTIVE
Pluralism: View that organizations consist of many separate groups that have their own
interests.
Conflict was considered as a natural phenomenon that at times can be beneficial for
the performance of the members of a group.
, Course 1.7-Organizational Psychology
Problem 4. Conflict-Bullying
It results from individuals that want to achieve their personal goals/interests (clash
of interests)
The management should mediate conflict by finding an acceptable compromise to
secure the function of the organization- Realistic mind, work towards the mutual
interest of the conflicting parties.
INTERACTIONIST PERSPECTIVE
The current approach on conflict.
Encouragement of a minimum level of conflict to make sure the group is viable, self-
critical and creative.
This perspective implies that peace, tranquility, harmony and cooperation might
create apathy and increase tolerance, decrease motivation and need for change.
Functional conflict: facilitate the attainment of the group’s goals and improve performance.
Low to moderate levels of subtle or controlled opposition that could lead to arousal
of motivation and creative activities.
Dysfunctional/destructive conflict: Uncontrolled opposition, difficulties in communication,
undermines cohesiveness and leads to consideration of fighting between members as more
important than their common goal.
The survival of the group is threatened and work violence is possible if dysfunctional
conflict is at an extreme level.
MANIFESTATION OF CONFLICT
INDIVIDUAL CONFLICT
Frustrated individuals when their pathway to achieve their personal goals is blocked
o Sabotage is a possible manifestation. In the past it involved destroying
property etc. now it is more digitalized and mainly involves computers and
the access to them.
Role conflict is also a form of individual conflict
o Between working roles
o Between values-working roles
o Autonomy-Bureaucracy
