Topic in Instruction (Organizational Behavior) - Essay Example

Examples here include stimulation of innovation and creativity, qualitative decision making, positive self evaluation, increased curiosity and interest among employees (Rahim, 2001). To this end, functional conflict improves the performance of a group and supports its goals. Moreover, it is aligned towards serving the interest of an organization. In an environment synonymous with functional conflict, people are able to express their ideas and opinions freely, challenge the beliefs, opinions, and ideas of others.

Functional conflict can equally be viewed as a ‘group thinking’ antidote in which feelings of loyalty and solidarity for a decision making group supersedes the imperative to realistically and logically examine all possible options (Rahim, 2001). To this end, another definition of functional conflict refers to the constructive challenging of beliefs, ideas, and assumptions. It equally espouses respect for viewpoints raised by others even in the event of disagreement between parties. Furthermore, it involves consultative interactions that are characterized by beneficial give and take.

On the other hand, dysfunctional conflict is viewed as unhealthy and related to negative outcomes. It is detrimental towards the achievement of the organizations goals and hinders group performance. Evidently, dysfunctional conflict reduces group performance and satisfaction due to the creation of antagonism, tension and distraction of people form work functions. Moreover, dysfunctional conflict is counterproductive and wasteful to an organization’s resources. To this end, dysfunctional conflicts are normally characterized by people who are not willing to work as a team in order to solve problems.

Examples here include less productivity, distorted communication, distrust, hostility, minimal group cohesion and low efficiency. Consequently, the conventional definition of dysfunctional conflict is given as an unhealthy process associated with distorted organization behavior, poor group or individual performance as well as dissatisfaction. Antecedents of Conflict One of the antecedents of conflict includes communication barriers. Evidently, the facets of communication barriers includes such things like language differences and physical separation that results to message distortion which can end up in conflict.

Value judgment is also another facet of communication barrier. For example, a employee who is persistent complainer may face a devaluation of his or her message from the manager even before it is delivered.Competition over scarce resources offers another antecedent of conflict. This is evident in circumstances when different organizational units or interested parties attempt to distribute and allocate resources. In circumstance when rules used in the allocation of resources are deemed as unfair, conflict is most likely to arise among the interested parties.

Supremacy competitions among employees whereby they seek to outshine or outdo each other offers an avenue for conflict in organizations. Evidently, it occurs when two or more employees are engaged in supremacy battles over promotion or control of comparative power within the organization.Cultural and personality differences equally constitute an antecedent of conflict. The existence of diverse culture presents an avenue of conflict especially in the event that there is a lack of respect or understanding.