Conflict is an unavoidable part of human interaction and is often seen as a negative force in relationships. However, research has shown that conflict can be beneficial in certain situations, leading to positive outcomes such as increased creativity, improved communication, and better problem solving (Mikolajczak, Luminet, & Leroy, 2012). While conflict is often seen as a source of tension and stress, it can also lead to growth and development when managed in a healthy and productive way. This article will discuss the different types of conflict, the potential benefits of conflict, and strategies for managing conflict effectively.
Types of Conflict
Conflict can be divided into different types depending on the source and context of the disagreement. Interpersonal conflict occurs between two people and is often rooted in individual differences such as values, beliefs, or goals (Konovsky & Ross, 2016). Intergroup conflict occurs between two or more groups and is typically driven by competition for resources, recognition, or power (Chen & Shaw, 2016). Intragroup conflict occurs within a group and is usually caused by differences in individual opinions, beliefs, or goals (Andersson & Pearson, 1999).
Benefits of Conflict
When managed in a constructive way, conflict can lead to several positive outcomes. It can increase creativity by forcing people to think outside the box and come up with new solutions to problems (Mikolajczak et al., 2012). It can also improve communication by encouraging people to express their views and listen to others (Konovsky & Ross, 2016). Additionally, it can lead to better problem solving by prompting people to consider multiple perspectives and generate creative solutions (Andersson & Pearson, 1999).
Managing Conflict Effectively
Although conflict can be beneficial, it can also have a negative impact on relationships if not managed effectively. To ensure conflict is productive, it is important to focus on the issue at hand and avoid personal attacks (Chen & Shaw, 2016). It is also important to be open to different perspectives and strive for a mutually beneficial solution (Konovsky & Ross, 2016). Additionally, it is important to avoid escalation by remaining calm and respectful throughout the process (Mikolajczak et al., 2012).
Conclusion
In conclusion, conflict is an unavoidable part of human interaction and can have positive outcomes when managed effectively. Conflict can be divided into different types and can lead to increased creativity, improved communication, and better problem solving. To ensure conflict is productive, it is important to focus on the issue at hand, be open to different perspectives, and avoid escalation.
References
Andersson, L. M., & Pearson, C. M. (1999). Tit for tat? The spiraling effect of incivility in the workplace. Academy of Management review, 24(3), 452-471.
Chen, G., & Shaw, J. D. (2016). Conflict in organizations. Oxford Research Encyclopedias.
Konovsky, M. A., & Ross, W. T. (2016). Conflict management. In I. B. Weiner (Ed.), Handbook of psychology, Vol. 12: Industrial and organizational psychology (2nd ed., pp. 521-543). Hoboken, NJ: Wiley.
Mikolajczak, M., Luminet, O., & Leroy, S. (2012). The benefits of conflict: When and why disagreement is good for teams. Group Processes & Intergroup Relations, 15(4), 495-513.