Industrial Conflict

Meaning
When different groups (unions, management,

and workers), different orientations and

perceptions of their interests are present,
conflict occurs.
At organizational level, it occurs due to the
interactions of union leaders and management,
union leaders and workers, and unions and
workers and management.
It is any disagreement or contradiction
between employer and employees on the
employment related issues.

Definition
In simple word, conflict is a tension or

collision or disagreement.
According to Kolb and Bartinek, Conflict can
be a disagreement, the presence of tension or
some other difficulty within or between two or
more parties.
Conflict refers to disagreement or hostility
between individuals or groups in the
organization; it may mean even rivalry or
competition or may be viewed as the
perception of disagreement in the individuals.

Types of Conflict
Inter-personal conflict
Intra-personal conflict
Inter-group conflict
Inter-group conflict

Types of Conflict
Inter-personal conflict occurs between two

individuals in an organization. Interpersonal conflict

relates to disagreements, differences, or
incompatibilities between an individual and his or
her supervisor, subordinates or peers, It arises
mainly because of differences in perception,
temperament, personalities, value system etc.
Intra-personal conflict occurs within an
individual. An individual is in conflict if he or she
has difficulty making decisions because of
uncertainty or if he or she is pushed or pulled in
the opposite direction ; that is the alternatives are
both attractive or unattractive.

Types of Conflict
Inter-group conflict occurs when conflict

arises between groups or teams. Such

conflict arises when one group sets out to
undermine the other, gain power and
improve its image. Conflict may also arise
from such causes as different viewpoints,
group loyalties etc.
Disagreement or differences between or
among the members of the group or its
subgroup regarding goals or functions of
the group is called Intra-group conflict .

Classification of views on
conflict

Diverse views on the desirability of conflict may

be divided into three groups:
The Traditional View: the early approach to
conflict assumed that all conflicts are harmful
and must be avoided.
The Human Relation View: The human relation
group argue that conflict is a natural and
inevitable outcome of any group.
The Interactionist View: The view of
interactionist is that conflict is not only a positive
force in a group but that is absolutely necessary
in a group to perform effectively.

Positive outcomes of Conflict

Motivate individuals to do better work and to work

harder.
Long-standing problems are brought to the surface
and resolved.
Provide creative, constructive and innovative ideas.
Add variety to ones organizational life, otherwise
work would be dull and boring.
Conflicts may also serve as a system of checks and
balances for identifying problem areas.
Synergistic solution to common problem.
Improve individual and group performance,

Negative/ Dysfunctional
outcomes

Some people feel defeated and demeaned.

Increasing the distance between people
Develop a climate of mistrust and suspicion
Causing job stress and dissatisfaction
Reducing job performance
An increase in turnover
Affecting loyalty

Various Dimensions of
Conflict
Handling Intentions

Various Dimensions of
Conflict
In a conflict situation individuals exhibit
Handling
Intentions
behaviors that represent
two basic dimensions:
Assertiveness vs. Submissiveness and
Cooperation vs. non-cooperation.
Assertiveness vs. Submissiveness refers to
the degree of activity, energy exhibited in
ones goal-oriented behavior.
Cooperativeness vs. Non-cooperativeness
is the degree of concerns and activity or
energy exhibited for satisfying the concern of
the other party.

Various Dimensions of
Conflict
Representing these two basic dimensions
Handling
graphically, with Intentions
non-cooperative vs. cooperative
dimension on the X axis and unassertive vs.
assertive dimension on the Y axis, five behavioral
alternatives of conflict resolution are generated.
Each of these alternatives reflect different
degrees of cooperativeness and assertiveness:
Avoiding
Accommodating
Compromising
Competing
Collaborating

Various Dimensions of
Conflict
Avoiding: It means desire to withdraw from or
Handling
Intentions
suppress a conflict.
Avoidance as a behavioral alternative is resorted
to by an individual when:
He finds it extremely difficult to control or deal
with the situation.
He is less confident to deal with the situation due
to lack of required authority and resources.
He is uncertain what to do and is characterized by
high fear of failure or of punishment.
He finds that others can resolve the issue better
than himself.

Various Dimensions of
Conflict

Accommodating: The willingness of one party

in a conflict to place
the opponents interests
Handling
Intentions
above his or her own.
Accommodating as a behavioral alternative is
resorted to by an individual, when:
He values his relationship with others more than
achieving certain personal outcomes.
He is uncertain what he is expected to do due to
lack of clarity of goals.
His intentions are to appease presently for
certain futuristic goals.
Relationship with others helps him to overcome
his feelings of insecurity.

Various Dimensions of
Conflict
Compromising: A situation in which each
Handling
Intentions
party to a conflict
is willing to give up
something.
An individual tends to compromise, when:
He can exercise only a part control over a given
situation.
He does not have full information or resources
and has to depend upon the other party or
person for the rest of the information or
resources.

Various Dimensions of
Conflict
Competing: A desire to satisfy ones interests,
Handling
regardless of theIntentions
impact on the other party to
the conflict.
Force as a behavioral alternative is employed
when:
An individual has or feel that he has a
considerable amount of authority and power.
one is characterized by feeling of superiority
The other party is considered to be in a weaker
position.

Various Dimensions of
Conflict
Collaborating: A situation in which the parties
Handling
Intentions
to a conflict each
desire to satisfy fully the
concerns of all parties.
People tend to collaborate when:
They have trust in each other and believe that

being mutually supportive they can achieve

their mutual goal.
They are clear about the goals to be achieved.
The concern is to seek solutions than to look

for faults.