Rlchard Pettlnger

RELATED CONCEPTS AND THINKERS

Conflict

Conflict is a major cause of organizational and occupational stress. The main causes of conflict in organizations include the following.
» Differences between corporate, group, and individual aims and objec- tives, and the inability of organizations to devise systems and practices in which these can be reconciled and harmonized.

» The status awarded by organizations to their different departments, divisions, functions, groups, and individuals. This is especially a problem where particular groups and individuals are accorded favored and unfavored status, the means by which this is arrived at, and what it means to those concerned.

» Role relationships, especially the following.

» Senior-subordinate – conflicts of judgment; conflicts based on work output, attitudes, and activities.

» Functional roles – conflicts between production and sales over quality, volume, and availability of output; between core and support functions; as the result of personality and professional misunderstandings and clashes.

94 STRESS MANAGEMENT
» Individual conflict – in which individuals experience internal con- flict between themselves, the work that they are required to carry out, and the ways in which it is expected. This can lead to frustration in terms of the ability to use expertise to the full, and the lack of scope for professional and occupational development and advancement. It is also extremely stressful for individuals to come into conflict with their organization – for example, while grievances and disputes are present.

It is also necessary to address the extent, prevalence, and nature of the particular issues in dispute and the strength of feelings that the parties involved have concerning them. Conflicts also bring their own sources of energy and effective management must address these, as well as the precise issues.

Source: Handy, C.B. (1975; 1997) Understanding Organizations. Penguin.