BUSMHR 3100 : Chapter 11.docx
29 Oct 2014
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Document Summary
Work groups, departments, or organizations experiencing too little conflict tend to be plagued by apathy, lack of creativity, indecision, and missed deadlines. Excessive conflict can erode organizational performance because of political infighting, dissatisfaction, lack of teamwork, and turnover. Functional conflict is commonly referred to in management circles as constructive or cooperative conflict and is characterized by consultative interactions, a focus on the issues, mutual respect, and useful give and take. People feel comfortable disagreeing and presenting opposing views, positive outcome frequently result. Dysfunctional conflict is lacking the previous element or have the opposite elements and threatens an organization"s interest. By knowing the antecedents of conflict, managers are better able to anticipate conflict and takes steps to resolve it if it becomes dysfunctional. Decision making by consensus (dissenters may feel coerced) Organizational complexity (conflict tends to increase as the number of hierarchical layers and specialized tasks increase.
