Management of Conflict

The management job within the business organization calls for the manager to function in such a way as to maximize the co-ordination of human and work system and to minimize the conflict of the individual within the formal organization. Management is a dynamic proves which is charged with the responsibility for optimizing the utilization of internal resources for the accomplishment of external purposes. Thus, the managerial environment may be characterized as elements of conflict and change.


Conflict is represented as the multi-faced dimensions of management practice. Internal – external, animate – inanimate and national – international, conflict has been referred to broadly as the totally of differences arising in the various value orientation of the environmental systems. Conflict of the individual within the formal organization can be handled through the system of authority, organization structure and work flow. There is a need of managing a business organization within an internal and external environment of change and conflict.


Management of conflicts has assured great importance because it influences the human relations at work. Lakes of people, all most every day return home from work in desperate, depressed and disgusted with their job problems. Because of difference in their minds and with other people, they always feel uneasy and unhappy. Though they spend about one third of each day (only five or six days a week) at work place, the psychological hang-over of the tension beyond the hours of work. He has also to face conflicts in his social life. This means that a major portion of the employee’s life goes in conflicts. These prolonged conflicts and tensions tell upon employee’s mental and physical health and scout at the basic roots of his efficiency and productivity. Because of the growing complexities of organizational life and demands made upon individuals and groups, conflict is more likely to he of casual occurrence than a contemporary organization. Basically, conflict refers to clash of opposing demands. It is likely to erupt at any level of the organizational system and so it is necessary to diagnose and understand the conflicts and to resolve them as soon as possible.


In practice, the term ‘conflict’ is used in different senses. It is not anonymous with quarrels and fights. However it represents a clash in the less literal sense between ideas, ideologies and action. The term conflict has been described in the literature unmanagement as (1) Art cent conditions, e.g. scarcity of resources, policy difference among individual etc. (2) Effective states, e.g. stress, tension, hostility, anxiety, etc. of the individual involved.(3) Cognitive states of individuals i.e. their perception of awareness of confliction situation and (4) Changed behavior ranging from passive resistance to overt aggression. We may call these the four classes of conflict. Conflict may be more easily understood if it is considered as dynamic process. A conflict relationship between two or more individuals in an organization can be analyzed as sequence of conflict episodes. Each conflict episode beings with conditions characterized by certain conflict potentials. Depending upon a number of factors, their behavior may show a variety of conflict traits. Each episode or encounter leaves after maths that effect the course of succeeding episodes. The entire relationship can then be characterized by certain stable aspects of condition perceptions and behavior.