Intergroup Conflict Management

Conflict is the outcome of behavioral interactions. It consists of all kind of opposition or antagonistic interactions. It is inevitable in groups and organizations. It is an interpersonal process. It mainly arises from disagreements over goals or the methods to attain those goals. Poor communication and personality differences also cause conflict. Leaders spend about 20 % of their time dealing with conflict.

• According to Newstrom and Davis

Conflict is any situation in which two or more parties feel themselves in opposition

• According to Stephen P. Robbins

Conflict is a process that begins when one party perceives that another party has negatively affected. Or is about to negatively affect, something that the first party cares about.

If the conflict is too high, it can become a hindrance to performance. If it is too low, performance tends to be low. A desirable level of conflict is good for the organization and group effectiveness. An important role of leaders is to manage conflict.

• Intra- individual: With an individual, due to frustration and conflicts in goals and roles.
• Inter- personal : Between persons due to personal differences information deficiency or emotional stress .
• Intergroup : Between groups
• Organizational : Within organizational departments.

Intergroup Conflict

Intergroup conflict is interactive conflict. It occurs between groups. It is an expression of hostility between groups and intentional interference with each other's activities. It occurs due to different viewpoints, conflicting reward system. Competition for scarce resources, and factors to coordination of work and group loyalties.

Intergroup conflict is of the following nature.

1. Interpersonal process: Intergroup conflict is an interpersonal process. It results from the interaction between two or more groups.
2. Perception: Conflict must be perceived by the parties to it. It is a perception issue.
3. Opposition or Incompatibility: There must be opposition or incompatibility between groups. It can be in goals or methods to achieve goals, roles, values, interests or events. It can be differences over interpretation of facts. It can be disagreements based on behavioral expectations.
4. Situational: Conflict is situational and varies from group to group place to place and time to time.

Types of Intergroup conflict (Nature)

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Intergroup conflict can be of following types:

1) Functional or Dysfunctional Conflict

Functional conflicts are substantive and issue- oriented. It is generally of administrative or technical nature. It is of constructive formm. It Supports the goals of the group and improves its performance. This conflict results in an improvement in group's performance. It is constructive and:

• Improves quality of decision
• Stimulates creativity and innovation
• Encourages interest and curiosity among group members
• Airs problems and releases tensions
• Fosters environment of self- evaluation and change.

Dysfunctional. Conflict is of personal nature. It is personality - oriented. It is based on animosities and deep-rooted personal feelings and attitudes among member. It is of destructive from. It hinders group performance.

This conflict hinders group performance. It is destructive and:

• Breeds discontent
• Retards communication
• Reduces group cohesiveness
• Promotes infighting between member
• Threatens group survival

2) Task, Process and Relationship Conflict

Task Conflict: It relates to the content and goals of work. It can result from task interdependence, task ambiguity and differences in work orientation of the groups. A low to moderate level of task conflict is functional. It stimulates discussion of ideas and issues that help group per from better.

Process Conflict: It relates to how the work gets done. A low level of process conflicts is functional. However, it can become dysfunctional when arguments about who should do what:

• Create uncertainty about task roles
• Increase time taken to complete tasks
• Lead to members working at cross- purposes.

Relationship conflict: It is conflict based on interpersonal relationships. It involves friction and interpersonal hostilities. Relationship conflict is dysfunctional. It hinders completion of tasks due to:

• Increased personality clashes
• Decreased mutual understanding

3) Vertical and Horizontal conflict

Vertical conflict arises between different levels in the organization. It may be due to goal conflict, poor communication and task of agreement about values.

Horizontal conflict arises at the same hierarchical level in the organization. This results from differences in interests, attitudes values and beliefs.

Reference

AGRAWAL, DR. GOVIND RAM.Organization Relations. Bhotahity, Kathmandu: M.K. Publishers & Distributors , 2013. textbook.