Conflicts: Types, Causes And Resolution Strategies

Suresh Subramoniam

Paradigm, 2004, vol. 8, issue 1, 55-62

Abstract: Conflicts can be viewed as a dynamic process which generates energy for the organization to deal with uncertain situations. The dynamics of conflict change from time to time based on the way in which behaviour of one party influences that of the other and the strategies used in the past for the settlement of the between-groups and within group conflicts. The fundamental cause of any organizational conflict described above can be again classified as one which arises out of personal differences, value differences, perceptual differences, differences in objectives, competition for limited resources, interdependence of people or departments, role pressures and denial of status. Win-lose, compromise and win-win are the major conflict resolution strategies which are commonly used. The paper also discusses the major reasons for interdepartmental conflicts and that of project scenario. Effectiveness of the conflict management technique used mainly depends on how successfully the deleterious effects of conflicts were alleviated. It has become necessary to identify the appropriate cause of any conflict prior to the development of an outline to its solution.

Date: 2004
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Persistent link: https://EconPapers.repec.org/RePEc:sae:padigm:v:8:y:2004:i:1:p:55-62

DOI: 10.1177/0971890720040107

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