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Conflict Behavior In An Organisation
Conflicts are inevitable in one's organizational life and personal life. Probably, the executive starts his work-day with a and ends the day with another conflict. He is fortunate if he does not carry a home, but more often, he does, to the chagrin of his spouse, his children and himself.I. Potential AntagonismThe first stage is the presence of antecedent conditions that create opportunities for to arise.II. Cognition & personalizationThe antecedent conditions must be perceived as threatening if is to develop.

The situation may be ignored if it is seen as minimally threatening. III. Conflictive & ConflictIII. Management BehaviorManifest behavior is the action resulting from perceived &/or felt conflict. At this stage, a conscious attempt is made by one party to block the goal achievement of the other party.

Such behavior may range from subtle, indirect & highly controlled forms of interference to more open forms of aggressive behavior like strikes, riots & war.IV. AftermathThe interplay between different forms of overt behavior & handling strategies of stimulation or resolution influence the consequences. These consequences (in terms of performance of the group , the level of satisfaction & quality of relationship in the involved parties, change of parties, change of structure & policies , etc. )In turn influence the antecedent conditions & probability of future conflict. Sometimes, the aftermath sows the seeds of yet another episode in which case the entire process is repeated.IMPACT OF CONFLICTSAs we know may occur between two individuals, as in the case of superior vs.

subordinate, between two HODs, etc. Groups may be drawn into with each other on the basis of performance, importance to a particular group and in general the union- management rivalries. can also occur within an individual as in situations of dilemma of choice, vividly characterized by phrases such as ‘between the devil and the deep blue sea' or ‘caught on the horns of a dilemma'. For example, a personnel manager may be quite undecided about how to deal with the (with workers, union) that is likely to result in work stoppage &loss in productivity.While analyzing the impact of conflicts in any organization we will deal separately the two types of conflicts i.e. interpersonal conflicts and inter-group conflicts.

First we will discuss interpersonal conflicts.The general assumption is that tends to have negative consequences for both the individual and the organization. For example, imagine yourself in an intense situation. Examine your state of mind. You are tense, uneasy, extremely anxious & probably unable to concentrate on your work. Naturally in such situations, your performance is adversely affected.

Decisions made may not be appropriate. Occasionally, they might even be unrealistic or irrational. Thus, conflicts tend to impair one's efficiency.Sometimes, is also observed to give rise to certain maladjusted behaviors in individuals trying to cope with it. These include alcoholism, drug abuse, excessive smoking, under eating or overeating and extremely

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aggressive or submissive behavior.Apart from the above psychological & behavioral consequences, has also certain physiological consequences (more so under intense situations) in that, certain changes take place within the physiological system which are often ignored or unnoticed. Some of the changes that occur within the system are:- More adrenalin & nor adrenalin are shot into the blood & continue the state of arousal & excitation;- Speed-up of the heart beat & increase in blood pressure;- More of hydrochloric acid is secreted into the stomach.Hence, it may be understood that not only affects an individual's performance, but also gives rise to psychosomatic disturbances, which undermine the health of the individual.Below is a summarized list of the affect of conflicts on an individual1.

Psychological Responses• inattentiveness to other things• lack of interest in work• job dissatisfaction• work anxiety• estrangement or alienation from others• frustration2. Behavioral Responses• excessive smoking• alcoholism• under eating or overeating• aggression towards others or work sabotage• decreased communication• resisting influence attempts3. Physiological Responses• peptic ulcers• respiratory problems such as asthma• hypertension• headaches• coronary problemsConflicts in work situations may also give rise to organization related individual consequences:- Job dissatisfaction- Apathy or indifference to work- Role-set members & the company- Job stress & burnout- Disloyalty- Work sabotage- Employee turnover- Increased territoriality & resistance to change- Decreased information sharing, etc.Can conflicts be positive? It can also be argued that conflicts are not necessarily bad. The progress we have made so far in our civilization is due to the between nature & man. releases energy at every level of human activity- energy that can produce positive, constructive results.

Conflicts tend to have a motivational value; they drive or energize an individual to tackle a situation. To resolve a one might explore different avenues or alternatives of action, which make him/her more knowledgeable. Conflicts also provide opportunities to test one's own abilities.While successful resolution of a adds to one's self-confidence, unsuccessful attempts make one more realistic & resourceful to seek better alternatives& thereby improve one's skills. It is perhaps so in everyone's experience. For example, think of any of the personal or organizational problems that you may have faced in near future.

It was probably difficult for you to resolve them at that time. But if the same problems were to recur, surely you would have more confidence to tackle them at present than you had earlier when they first occurred. It may even be amusing to think that such problems bothered you then, even though they appear so simple now.Every organization must have faced internal & external conflicts from the time of its inception. However, organizations that resolved their earlier conflicts in positive & constructive ways have survived, grown & prospered because they benefited from their learning experiences. In certain instances they have also emerged as the captains of the industry.

Similarly, in organizations, when individuals find themselves in critical situations, they often come up with workable & novel solutions because of the stakes involved for themselves & their department. Given below is the list of consequences of conflict.Beneficial Consequences- Motivate individuals to do better and to work harder. One‘s talents and abilities come to the forefront in a situation.- Satisfy certain psychological needs like dominance, aggression, esteem and ego, and thereby provide an opportunity for the constructive use and release of aggressive urges.- Provide creative and innovative ideas. For example employee benefits of the preset day are an outcome of the union –management conflicts over the past decades.- Add variety to one's organizational life, otherwise work life would be dull and ‘boring.- Facilitate an understanding of the problem, people and interrelationships between people, better coordination among individuals & departments, in addition to strengthening intra-group relationships, etc..

As one of the leading article writer, and corporate hotel professional. Advisor to various organizations and great sports fan. He is an elected member of south Indian hotel and restaurant federation. Now staying at city of Athens Greece.Amarendra bhushan DhirajAthens, GreecePH-0030-6947667507Abdhraj@mail.gr

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external conflict news:

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When it comes to safeguarding customer data, the stakes are higher than ever in today's wired world. A single security breach can create a legal and regulatory nightmare. How vulnerable is your organization to hackers and disgruntled employees? What can you do to protect your company? Sponsored by Cisco, this 30-minute BizWise TV broadcast for small and mid-sized businesses outlines the legal, ethical, and business obligations you face. A panel of security experts will show you how to assess your vulnerabilities, implement an effective security plan, handle an employee suspected of committing a security breach, and execute "damage control" through effective PR if a breach does occur. BizWise TV features TV Style Broadcasts on topics relevant to SMBs. Tune in for a new topic on the third Thursday of every month or watch the previous broadcasts on demand at your convenience.
Intrusion Prevention Case Study: Mainova AG - Energy
This case study examines Frankfurt, Germany energy supplier Mainova AG's reliance on McAfee for its network security.
Corporate Incident Response: Why You Can't Afford to Ignore It
This Foundstone Professional Services paper explains the need for an effective corporate incident response plan and highlights common problems associated with inadequate incident response. It also discusses the steps you need to take when creating a corporate incident response plan and serves as a general guide to the phases that should be included in a comprehensive plan.
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Business Continuity Preparedness Handbook
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Using Crises as Publicity Opportunities
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Impact of Past Crises on Current Crisis Communication
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Sample Source: Crisis Management Plans - Part II
This paper includes specific action steps to take in the event of a crisis. Schools should create detailed procedures for each type of crisis that may threaten the school environment. Each process will vary, according to the type and severity of the emergency. The paper also describes the process in which the school recovers and restores its community.
Sample Source: Crisis Management Plans - Part I
Every morning, millions of students pour into school buildings all across the country. Families depend on schools to ensure that the environment in which their children learn and play is as healthy and safe as possible. Emergencies can take many forms, including severe weather and natural disasters, medical incidents, terrorism, and other threats of violence. Although many of these incidents are rare, it is vitally important for schools to be adequately prepared in the case of an actual crisis.
Media Communication Takes on New Dimensions With RMP
It is puzzling why many companies are doing little to prepare the local press for the information that will soon become public. This may stem from the industry's long-standing mistrust of the media. The good news about the U.S. Environmental Protection Agency's (EPA) Risk Management Program (RMP) rule is that it could serve as the catalyst for improved relations between the chemical industry and the news media. The bad news is that both are going to have to learn a new set of rules. Before the RMP rule, a chemical company's communications with the local media took place on two levels - routine and crisis.
Crisis Management and Disaster Recovery: The New Reality - Response to 21st Century Threats
The unfortunate truth is that many companies have failed to recognize that physical events or nagging perceptions can be their undoing. As keepers of corporate reputation, people need to step up to one of their most important responsibilities: developing the capabilities for responding to threatening situations. In the process, if the planning is founded on ethical core values and implemented properly, it can help avert loss of public confidence. Today, up to 25 percent of every chief communicator's time requires attention to readiness planning. That planning had taken on new dimensions that will be discussed in this paper.