Conflict in Organizations

“Organizations are arenas in which people as individuals and groups interact in a constant and often problematic way.” A group, by default, brings individuals into contact with others. As these individuals interact with each other, their interests and preferences can result in them competing against each other. By their very nature, organizations require a lot of interaction between individuals and groups. Given the diversity in the average workplace, the increase in globalisation and the difference in personalities, backgrounds, ages etc, there is a certain expectation of problems. One of the biggest obstacles in organizations is group formation and the resulting conflict and its management.

There are many reasons for organizations to arrange their human capital in groups. Forming groups permits for better allocation, distribution and management of work, improved problem-solving and decision-making, increased commitment and involvement, information processing and idea collection. Johns and Saks (2001) point out that most organizational groups go through a series of stages over the span of their existence:

* Forming – this is the first stage, when the group is first formed; members attempt to orient themselves by testing the waters. It is often ambiguous and group members are aware of their dependency on each other.

* Storming – at this second stage, conflict often emerges as team members determine whether they will go along with the way the group is developing. The division of roles and responsibilities is often the cause of conflict and tension. Differences of opinions and personalities also often come to the forefront in this stage, and interpersonal relationships can become an issue. There is a high level of instability.

* Norming – here, members start to resolve the issues that caused the storming stage, and a social consensus is developed. The group becomes more cohesive as norms are agreed to and compromise on some issues has been reached....