Exam-prep-LRM3702. 100% CORRECT questions, answers, workings and explanations. for assistance. Study Unit 1
Key Concepts:
1. Conflict: Conflict involves direct confrontations between groups or individuals,
usually arising in situations where each side perceives that the other is about to
frus...
1. Conflict: Conflict involves direct confrontations between groups or individuals,
usually arising in situations where each side perceives that the other is about to
frustrate – or has already frustrated – some of its major interests.
2. Grievance: Formal complaints in the work place. A grievance can also be
explained as a feeling of dissatisfaction within an employee, resulting from
behaviour or conditions specifically related to the labour relationship that
requires the formal attention of management.
3. Negotiation: Negotiation as part of collective bargaining is mainly a process
whereby management and trade unions reciprocally make and oppose demands,
and make concessions, in order to reach agreement.
Questions to consider:
1. Explain the difference between functional and dysfunctional conflict.
Functional conflict: Conflict, if correctly handled, can be a powerful, constructive
force that invigorates a social entity and in fact revives relationships (i.e.
functional conflict).
Dysfunctional conflict: When conflict becomes too intense and as a result
damages relationships and organizations.
2. Name the advantages of functional conflict.
Conflict can be a source of energy, thus becoming a catalyst for change and
adjustment.
It can be used to maintain internal group identity and solidarity when groups are
in conflict with one another – thus it can be instrumental in meeting the need to
belong.
Conflict stimulate the structuring or regulation of situations so that rules,
procedures and processes can be designed for the management of conflict.
It sensitize people to different needs, perceptions and ideas, which results in a
better understanding of others.
Conflict can motivate parties to assess the power balance between them (is one
group too dominant?).
Conflict can be used as the catalyst for a new, cooperative type of relationship,
especially if the parties, in handling the conflict, can identify common ground.
Rito Mkhabela May/June 2017
, It can assist in making the parties involved more sensitive and objective when
seeking solutions to problems.
It helps to define the limits of acceptable behaviour in the future
Conflict can also help to defuse accumulated frustration and tension, thereby
creating a more positive climate.
3. Name the different types of conflict.
Real conflict: This is also referred to as “substantive” conflict, and it is usually the
final stage of a conflict episode between people. It is also the type of conflict
that is manifested in abnormal, deviant or aggressive behaviour.
Perceived or felt conflict: This refers to the apparent approach for conflict that
the observer “perceives” to exist but is not real; it cannot be seen nor is it
manifested.
Constructive and destructive conflict: The traditional approach to conflict focused
on destructive (dysfunctional) conflict which was seen as a dysfunctional
outcome resulting from poor communication, a lack of openness and trust
between people, and the failure of managers to be responsive the needs and
aspirations of their employees. Constructive (functional) conflict refers to the
modern, interactive approach, which holds that functional conflict that supports
the group’s objectives may improve group performance.
Frictional and strategic conflict: Frictional conflict is regarded as the spontaneous
result of the interaction that occurs in the formal structure of an organisation.
Strategic conflict is that which is consciously generated by persons in order to
manipulate the allocation or re-allocation of resources, status, authority and
power.
4. What are the sources of conflict?
A Lack of common objectives
Different methods of pursuing objectives
Differences in perceptions, values, interests and attitudes.
Information differences
Semantic differences
Blocked communication channels
Group structure
Divergent value structures
Rito Mkhabela May/June 2017
, 5. How can conflict be classified by means of their specific characteristics (various
types and levels of conflict and example of each)?
Intrapersonal conflict: This is conflict that occurs in an individual. For example, an
employee cannot decide which trade union to join.
Interpersonal conflict: This is conflict between two individuals. For example, a
supervisor treats a trade union representative unjustly because he or she
belongs to a trade union which the supervisor thoroughly dislikes.
Intra-group conflict: This is conflict between members of the same group. For
instance, differences of opinion arise between members and officials of the
same trade union about how to approach negotiations; or differences arise
between members of the management team about wage negotiation zones.
Intergroup conflict: This is conflict between members of different groups, or
different groups themselves.
6. What is the difference between conflict settlement and conflict resolution?\
Conflict settlement refers to the achievement of an agreement between two
parties who initially had differences of opinion on a particular matter. Conflict
resolution happens when both parties are satisfied with the outcome and the
potential for future conflict are reduced. The overarching goal must therefore be
to improve the relationship between the two parties.
7. What phases can be found in the conflict resolution process?
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