Similarly, if A gets promoted and B doesn’t, conflict can emerge. Hence, if a sales representative cannot secure enough funds to mount what she considers to be an effective sales campaign, conflict can ensue.
In other words, conflict involves situations in which the expectations or actual goal-directed behaviors of one person or group are blocked-or about to be blocked-by another person or group. For our purposes here, we will define conflict as the process by which individuals or groups react to other entities that have frustrated, or are about to frustrate, their plans, goals, beliefs, or activities. There are many ways to determine conflict as it relates to the workplace. Throughout, emphasis is placed on problem identification and problem resolution. Finally, effective and ineffective strategies for conflict resolution are contrasted. A basic model of the conflict process is then examined, followed by a look at several of the more prominent antecedents of conflict. Next, constructive and destructive aspects of conflict are discussed. First, conflict is defined, and variations of conflict are considered by type and by level. In the sections that follow, several aspects of conflict in organizations are considered.
Could this problem have been handled better? We shall see. In response to the picketing, not a single employee of General Concrete crossed the picket line, thereby closing the plant and costing the company a considerable amount in lost production and profit.
#PERSONALITY CONFLICT EXAMPLES DRIVERS#
The company intended to use other drivers from another of their plants.
Operations at this concrete plant came to a halt for more than three weeks because the plant’s one truck driver and sole member of the Teamsters Union began picketing after he was laid off by the company. Cited in the Register-Guard, October 31, 1981, p.