Difference between revisions of "Conflict"
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According to [[Organizational Behavior by Robbins and Judge (17th edition)]], | According to [[Organizational Behavior by Robbins and Judge (17th edition)]], | ||
:[[Conflict]]. A process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about. | :[[Conflict]]. A process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about. | ||
| + | According to [[Management by Robbins and Coulter (14th edition)]], | ||
| + | :[[Conflict]]. Perceived incompatible differences that result in interference or opposition. | ||
==Views of conflict== | ==Views of conflict== | ||
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*[[Social Rationale Quarter]]. | *[[Social Rationale Quarter]]. | ||
| − | [[Category: Septem Artes Administrativi]][[Category: Articles]] | + | [[Category:Management]][[Category: Septem Artes Administrativi]][[Category: Articles]] |
Revision as of 17:40, 2 June 2020
Conflict can refer to one or more of the following:
- Perceived incompatible differences that result in interference or opposition;
- A process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about.
Definitions
According to Organizational Behavior by Robbins and Judge (17th edition),
- Conflict. A process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about.
According to Management by Robbins and Coulter (14th edition),
- Conflict. Perceived incompatible differences that result in interference or opposition.
Views of conflict
- Traditional view of conflict. The view that all conflict is bad and must be avoided.
- Human relations view of conflict. The view that conflict is a natural and inevitable outcome in any group.
- Interactionist view of conflict. The view that some conflict is necessary for a group to perform effectively.
