Dysfunctional conflict − Uncontrolled opposition breeds discontent which can dissolve common ties and destroy the group − Conflict retards communication, reduces group cohesiveness, and subordinates group goals PLS 308 - Public Administration ` Lecture Notes - Imperial - 2 - ! Extreme levels of conflict are rarely functional ! Dysfunctional conflict blocks an organization or group from reaching its goals. As an example, when a task was given to a group to solve and some of the people do not merge with their ideas. Consistent with the attitude about group behavior in 1930s & 1940s Considered conflict synonymous with terms like violence, destruction & irrationality Dysfunctional outcome of: -Communication gap -lack of openness & trust -failure of managers to be responsive to the needs & aspirations of employees fTHE HUMAN RELATIONS VIEW can be a superabundance of conflict or a lack of sufficient motivation conflict.How some conflicts are dysfunctional? The conflict, which hinders the achievement of the objectives of a group is called dysfunctional or destructive conflict. (I) Increased voltage: a dysfunctional conflict can cause high voltage level between members of a group it is most useful in these situations: • to find an integrative solution when both sets of concerns are too important to be compromised • when your objective is to learn • to merge insights from people with different perspectives • to gain commitment by incorporating concerns into a consensus • to work through feelings that have interfered with a … fundamental elements of conflict and conflict as a normative part of inter-human communication and interaction; elements of dynamic conflict; elements of the conflict resolution process (in stages); organization specific processes and procedures (including access). Conflict resolution models are important and should address both structural and Technically, dysfunctional conflicts can be an excess of conflict or a lack of fully motivated conflict. What is an organizational dysfunction conflict? Dysfunctional conflicts in an organization often arise from the employee's i-ally with competitive ambitions. Higher stress levels and employee burnout are the usual result. LEARNING ACTIVITY 12 • Group discussion: • 12.5 For each of the above examples, describe the indicators/warning signs of each example. • 12.6 By referring to these indicators, describe what you can do, to nip dysfunctional conflict in the bud, thereby not allowing the conflict to escalate out of control. • 12.7 Describe your primary roles and responsibilities as a conflict manager. In simple words conflict is a state of mind when you and someone else in contact with you, directly and/or indirectly, try to compete for achieving set objectives. This is a time and energy absorbing activity, which nobody likes but is, compelled to get into it to win over the other. Dysfunctional Conflict Conflict that hinders group (Negative) performance Sources of Conflict • Different values and beliefs • Role pressure or clarification • Perception differences • Diverse goals or objectives • Group status or identity • Race, ethnicity, or gender differences Sources of Conflict • Personality clash • Competition for limited resources • Disagreement on how things done • Personal, self, or group interest • Tension and stress • Power and influence Dysfunctional Effects or Culture as liability • Following are the functional effects of Culture: a) Bar