Conflict

What is Conflict
Conflict is not a new phenomenon in society, as a part and parcel of our being or humanness, something that we human beings cannot avoid. Conflict is endemic to all social life, so everyone has different perceptive on how to define the concept conflict. When speaking of conflict, what would immediately come into mind would most likely disagreements. Salleh, Mohamad Adulpakdee and Apitree (2012), reviewed the work of Wright (1990) who revealed that the word conflict is derived from the Latin word configure meaning to strike together. Likerd (2007) said there are many factors that have been actively creating the situation of conflict in schools. Therefore, in this assignment, the concept conflict in school as an organization will be defined, the distinction between constructive and destructive conflicts as well as example to each situation will be given and discussed, five types of conflicts that can occur in schools plus relevant examples will be explained and finally the conclusion of an assignment will be given.


Definition of Conflict

The concept conflict in school as an organization is actually viewed by Bobkova (2011) as the disagreements that may exist in a social situation over issues of substance, or whenever emotional antagonisms create frictions between individuals or groups. Conflict continues when either side do not believe in a certain agreement and intertwine of the other party is merely impossible. Ghaffar (2010) believes that conflict involves situations in which differences are expressed by interdependent people in the process of achieving their needs and goals, and it arises when a difference between two or more people. Other researchers view conflict to be experienced incompatible differences within the individual or between two or more individuals, which may lead to some or other form of opposition. According to (Hasani, 2013)Conflict is a sort of social status in which two or more people either face with disagreement concerning fundamental issues or show emotional hostility towards each other. The same author continue defining conflict as interactive process characterized by disagreement and incompatibility and occurring among social creatures, and an interpersonal dynamic process which is shaped in accordance with the internal and external conditions of the parties, affecting individual and group achievement positively or negatively.


Constructive and Destructive conflicts


Constructive

Research has reveal that constructive conflict refers to the conflict in which the benefit exceed the cost. It generate productive, mutual beneficial, shared decisions. In constructive conflict the process becomes as important as the end results. Individuals come together to redefine and strengthen their relationship for the greater good of the parties involved. Cilliers, (2010) said that although the definition is rather negative, conflict may be constructive when it results in clarification of important problems and issues, results in solution to problems causes authentic communication that helps release emotion, anxiety and stress, builds cooperation among people through learning more about each other and creates an awareness of alternatives and options that facilitates change. Kroon believes that conflict is constructive because increases effectiveness in the search for creative solutions to problems, innovation and renewal procedures. For example when some teachers are disagreeing on a proposed plan of camping grade ten learners at a certain school, each parties is providing reasons as to why or why no they are for or against the proposed plan. Finally the agreement will be reached depending on how convincing one party is.


Destructive

Conflict is destructive when it takes attention away from their important activities, undermines morale or self-concept, polarize people and groups, reducing cooperation, increases or sharpens differences, leads to irresponsible and harmful behaviour such as fighting, name–calling, etc. Unlike a constructive conflict, a destructive conflict is characterized by feelings of frustration and antagonism. Destructive conflicts do not bring about positive outcomes and damages the productivity of an organization. In such a situation, both parties make an effort to win at whatever cost. They refuse to communicate honestly and openly and reject the solutions brought about by the other party. Unlike in a constructive conflict where there is respect for other employees, in destructive conflicts this cannot be seen.
In a destructive conflict, the demands of both parties do not get fulfilled. This creates further frustration and impulsive actions. The two parties may even involve in activities that taint the image of the other. Such conflicts usually do not strengthen the relationship but detriments the working relationship. Destructive conflict promotes inequality and an imbalance of power, it often damages relationships. For example, when a certain teacher is assigned a lot of duties that she cannot execute such as sport organizer, club supervisor and so forth and when she or he suggests for reshuffle, other staff members tend to disrespect him or her. Retrieved from http://www.differencebetween.com/difference-between-constructive-and-vs-destructive-conflict/ May 14 2015


Five types of conflicts

Interpersonal Conflict

Wright, Nixon, Peterson, Thompson, Olson, Martin, & Marrott (2017), define Interpersonal conflict as a conflict between two individuals e.g. between two teachers or two learners. This occurs typically due to how people are different from one another. We have varied personalities which usually results to incompatible choices and opinions. Apparently, it is a natural occurrence which can eventually help in personal growth or developing your relationships with others. For example one learner may think he/she deserves award because he/she performed well in certain test but other learner may feel jealousy which lead to bullying of that learner. Another example of interpersonal conflict is when one teacher gets promoted for instance to HOD, other worker thinks he/she work harder than him/her so he/she will be taunted. Another example is when a principal is being taunted, antagonized by one of the community member or parent for being not lead the school well or maybe high failure at that school.In addition to examples, some members of a board of directors of a school may want to offer courses in sex education while others may find this proposal morally offensive thus causing interpersonal conflict among the members of the board. Similarly a college or a university may have a policy of quality education so that only top quality students are admitted while some members of the organizational board may propose “open admission” policy where all high school graduates are to be considered for admission. Such a situation can cause conflicts among the members of the governing board. For example, interpersonal conflicts can develop when there are three equally deserving professors and they are all up for promotion, but only one of them can be promoted because of budget and positional constraints. Another example, the principal may be very ambitious as far as task achievement in the school is concerned and at the same time also have a strong desire to be accepted and respected by his or her colleagues – the need for affiliation. This juxtaposition of conflicting human needs can activate stress in the principal when he or she has to; for example, decide whether to admonish a teacher whose work constantly falls below reasonable standard.


Intrapersonal conflict occurs within an individual. The experience takes place in the person’s mind. Hence, it is a type of conflict that is psychological involving the individual’s thoughts, values, principles and emotions. For example, a secretary may have to lie on instructions that if the principal is not in the office to avoid an unwanted visitor or an unwanted telephone call. This may cause a conflict within the mind of the secretary who may have developed an ethic of telling the truth. Interpersonal conflict may come in different scales, from the simpler mundane ones like deciding whether or not to go organic for lunch to ones that can affect major decisions such as choosing a career path. Furthermore, this type of conflict can be quite difficult to handle if you find it hard to decipher your inner struggles. It leads to restlessness and uneasiness, or can even cause depression. In such occasions, it would be best to seek a way to let go of the anxiety through communicating with other people. Eventually, when you find yourself out of the situation, you can become more empowered as a person. Thus, the experience evoked a positive change which will help you in your own personal growth.
Intra-organisational conflict is a type of conflict that happens among individuals within a team. The incompatibilities and misunderstandings among these individuals lead to an intragroup conflict. It is arises from interpersonal disagreements (e.g. team members have different personalities which may lead to tension) or differences in views and ideas (e.g. in a presentation, members of the team might find the notions presented by the one presiding to be erroneous due to their differences in opinion). Within a team, conflict can be helpful in coming up with decisions which will eventually allow them to reach their objectives as a team. However, if the degree of conflict disrupts harmony among the members, then some serious guidance from a different party will be needed for it to be settled. Intergroup conflict takes place when a misunderstanding arises among different teams within an organization. For instance, NANTU organization can come in conflict with the teachers. This is due to the varied sets of goals and interests of these different groups. In addition, competition also contributes for intergroup conflict to arise. There are other factors which fuel this type of conflict. Some of these factors may include a rivalry in resources or the boundaries set by a group to others which establishes their own identity as a team. Another example is that group is going on strike for some reason, some members may not agree with these reasons or simply may not be able to afford to go on strike, thus causing conflict with the group. A group of History teachers may want to take their learners on a guided tour to a local historical site. In the process they may come into conflict with other colleagues who will not allow learners to miss their classes.


Individual-institution conflict: This is the conflict between an individual and the organization. Often the source of this conflict is the difference between an individual's expectations and the demands of the school organization. No two individuals are alike. Therefore each person brings his or her own specific needs and personal preferences into the system. The institution itself also has its own role to fulfil. This role is determined by its broader aims and basic motives. When the ideals and aims of the two parties concerned differ greatly, an ideal climate for possible conflict is created. For example the conflict may arise between the school and staff members when the principal insists that teacher must follow the school policy which states that all staff members must not leave the school before three o’clock, but teachers claim that they cannot stay at school without learners/anything to do.


Inter-organization conflict/ school community conflict: Conflict that is developed between organizations is named as Inter-organizational conflict. It occurs when there is high level of competition between two firms. You may find a situation where a certain faction within the community or another organisation wanting to use the school to achieve its specific aims or which is not happy with the aims the school is trying to achieve. Sometimes these aims have embodied religious, social and political ideals. The opposite attitudes and values of two different organizations can lead to high level of inter-organizational conflict. It develops when situations in which managers in one organization feel that other organization is not behaving ethically and is frightening the well- being of stakeholder groups.
The pricing strategies formulated by enterprises may also cause inter organizational conflict. A majority of inter organizational conflicts result in the productivity of an organization rather than deterioration in performance. Inter-organizational conflict must be handled in a positive way in order to make it beneficial to the organization (Gross and Guerrero, 2010). Organizations must avoid adopting unethical practices to resolve such a conflict. Inter-organizational conflict can be resolved only in few situations.