Conflict is an unresolved difference based upon belief and feelings; a belief that I can't get what I want if you get what you want. The day-to-day issues that we face are packaged in a variety of ways. How we handle these issues is determined by our perception of their urgency and how we view the potential long term effects in our personal relationships.
Conflict interactions are usually not simple or enjoyable. Understanding the process and being prepared offers the possibility of viewing conflict as an opportunity. Conflict can bring opportunity, drama, development, and growth to individuals, groups, and organizations. Conflict can often increase group cohesion and trust and lead to more effective organizational performance. Conflict in group settings, when properly managed, can lead to increased motivation and productivity as well as to better personal adjustment of group members. Conflict can have integrating effects on ties between parties. It can stimulate the search for new facts and solutions, increase the conflicting parties' energy to perform the tasks required by the organization, and defuse more serious conflict.
In review, the benefits of conflict can include:
High quality decisions result from such intense effort.
More alternatives are generated.
People involved in the process have a strong sense of ownership of the final decision.
Because conflict requires sharp thinking, the result is clearer communication.
Getting through the hard times is a means to develop trust and openness.
Problems with Conflict
Although there are benefits to conflict, unresolved conflict can cause problems. Basically, unresolved conflict leaves everyone feeling bad. If not managed properly, there will be a "winner" and a "loser."
The loser in a poorly or unresolved conflict is left supporting decisions or, in the worst case, seeking revenge and sabotaging efforts. The winner is left to implement decisions without support. Frequently, decisions will be of a lesser quality than what could have been produced by working through the conflict. In any case, unresolved conflict can reduce our productivity and can stop effective work.
Why Conflict Occurs
Conflict is part of our daily lives. Conflicts generally occur in two primary areas: 1)people having different belief systems and values, and 2) goals and interests that are in conflict.
Very basically stated, conflicts occur because people believe different things and want different things. These two areas are closely connected in that what you believe frequently drives what you want. However it is good to keep in mind that two people can come to a mutually acceptable outcome regarding what they want in a situation without needing to agree about beliefs and values.
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Conflict interactions are usually not simple or enjoyable. Understanding the process and being prepared offers the possibility of viewing conflict as an opportunity. Conflict can bring opportunity, drama, development, and growth to individuals, groups, and organizations. Conflict can often increase group cohesion and trust and lead to more effective organizational performance. Conflict in group settings, when properly managed, can lead to increased motivation and productivity as well as to better personal adjustment of group members. Conflict can have integrating effects on ties between parties. It can stimulate the search for new facts and solutions, increase the conflicting parties' energy to perform the tasks required by the organization, and defuse more serious conflict.
Conflict is part of our daily lives. Conflicts generally occur in two primary areas: 1)people having different belief systems and values, and 2) goals and interests that are in conflict.
Very basically stated, conflicts occur because people believe different things and want different things. These two areas are closely connected in that what you believe frequently drives what you want. However it is good to keep in mind that two people can come to a mutually acceptable outcome regarding what they want in a situation without needing to agree about beliefs and values.