Conflicts in Organizations: An In-depth Literature Review

This literature review examines conflicts within organizations, drawing upon multiple articles to define conflict, explore its causes and consequences, and analyze conflict management practices. It references Tjosvold (2006) to define conflict as a struggle between opposing needs and beliefs, and Prause and Mujtaba (2015) to discuss conflict management in diverse workplaces. Nifadkar and Bauer (2016) are cited to explore the causes, consequences, and solutions to organizational conflict, while Chenhall, Hall, and Smith (2016) discuss managing conflicting identities in nonprofit organizations. The review also acknowledges the potential benefits of conflict, such as early problem identification and improved problem-solving, while also addressing the disadvantages, including emotional tolls and wasted time, as highlighted by De Graaf, Huberts, and Smulders (2016). Overall, the review provides a comprehensive overview of organizational conflict, its management, and its impact on organizational dynamics.

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CONFLICTS IN ORGANIZATION
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Tjosvold, D., 2006. Defining conflict and making choices about its
management: Lighting the dark side of organizational life. International
Journal of Conflict Management, 17(2), pp.87-95.
According to Muhammed, conflicts are an essential aspect of a work team. On his
attempt of defining conflict, it is the struggle or contest existing between people or group with
opposing needs, beliefs, ideas, values and goals. In the article, News framing of ethno-political
issues and conflict behaviours: Etnic conflict pathways model, the author has discussed conflicts
and conflict management majorly. Along with various types of conflicts and benefits and
determinants of conflicts. The articles have focused on almost every needed aspect however it
could focus on one aspect in details. The article has helped in understanding the concept of
conflict. There are various ways to decide on a definition of conflict. While discussing the
conflict the most profound immediate concept gets pictured are the differences and
disagreements. However, conflicts can be described as disagreements among individuals or
groups that are characterised by hostility and antagonism. It is mainly encouraged by the
opposition of one party to another. Conflict is an attempt to achieve an objective that differs from
the other party. There are various elements of conflict which vary in the principles and values
that creates a conflict. When the values and principles of different people do not go along, the
result is conflict.
Prause, D. and Mujtaba, B.G., 2015. Conflict management practices for
diverse workplaces. Journal of Business Studies Quarterly, 6(3), p.13.
In this article, the author has aimed to look into the present conflict management
practices, research on compliance with a workplace that is diverse in nature. Prause and Mujtaba

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discusses the ways conflict management can be proved useful in the workplace. In the article, the
authors have focused well on conflict structures, types and challenges that are generally
occurring in the workplace. The paper brings forth explicitly several management strategies for
the employees and managers. The management strategies that can result in beneficial way. The
article has successfully helped in understanding the precise meaning of conflict management in
an organisation and ways through which managers and employees can help resolve problems.
The article has aided in understanding that workplace conflicts or organisational conflicts are the
state of disagreements that occur due to different perspectives or misunderstanding. The factors
leading to conflicts in organisations are the actual or perceived dissent of needs, resources,
beliefs and relationship between two or more than two members of an organisation. It is indeed
common to have conflicts in a workplace that happen when opinions differ in regard to any
particular task or decision. In simpler terms, organisational conflict refers to the results that occur
from the incompatibility of human interaction where one person or groups do not agree with the
other person or group.
Nifadkar, S.S. and Bauer, T.N., 2016. Breach of belongingness: Newcomer
relationship conflict, information, and task-related outcomes during
organizational socialization. Journal of Applied Psychology, 101(1), p.1.
The author Nifadkar and Bauer, in his article Organizational conflicts: causes, effects and
remedies have examined the causes, consequences and solutions of organisational conflict. The
author has discussed things that lead to conflicts in an organisation. It is a universal truth that
conflicts are inevitable, and the article focuses on the importance of resolving conflicts on time
and with the right strategy. The main three categories on which the article have focused on are
the reasons, effects, and remedies of conflict. Every member of an organisation has a certain

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expectation and needs at work and when these aspects are clashed or challenged conflicts to
arise. There are several reasons conflicts may occur in an organisation. Few of the reasons are
poor management, unfair treatment unclear job role, poor communication, inadequate training,
poor communication, poor work environment, lack of equal opportunities, bullying and
harassment or vital changes to the product, appraisal, organisational charts and many more.
Major causes of workplace conflicts are personality clashes, unrealistic needs and expectations,
business values, unresolved workplace issues and an increase in workload.
Chenhall, R.H., Hall, M. and Smith, D., 2016. Managing identity conflicts in
organizations: A case study of one welfare nonprofit organization. Nonprofit
and Voluntary Sector Quarterly, 45(4), pp.669-687.
In this following article, the ways nonprofit organisations manage multiple and
conflicting identities are discussed. It is not easily understood commonly, however, through this
specific article, the benefits of conflicts in an organisation can be understood. The actual
practices are the main focus in order to manage multiple identities. Multiple identities are since
people belong and come from various background which make them different from one another.
The article reveals the significant role of organisational routines and artefacts to facilitate
specific identity management responses. By giving importance to the specific duties and
responsibilities, the clarity is gained which helps in ensuring particular task to particular
positions. Through the article, the concept is gained that although it sounds like an oxymoron, it
is a fact that conflicts do have benefits. Today, organisations have various level of interpersonal
and institutional conflicts. While there are numerous conflict management and prevention
measures in an organisation, it is hard to think that it can have some benefits as well. Conflicts
can help in early identification of a problem. It is a better problem solving tool as well as assists

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in developing healthy relationships, morale and commitment. Conflict is a direct and indirect
method of personal growth and insight while helping in improving the productivity of the
members of the organisation.
De Graaf, G., Huberts, L. and Smulders, R., 2016. Coping with public value
conflicts. Administration & Society, 48(9), pp.1101-1127.
De Graaf, Huberts and Smulders have discussed on the ways good governance is
inclusive of conflict management. The article is mainly on the coping strategies that can be used
in order to do conflict management. However, the article has provided sufficient information on
the ways conflicts can cause harm to the organisation. Before conducting conflict management, it
is essential to understand why it is necessary to resolve conflicts. There are indeed some
disadvantages of conflicts. Conflicts are most often seen as damages, and therefore they are
prevented. The most profound disadvantage of conflict is the toll on emotions. Members of an
organisation make sufficient commitments, work hard and try to be the most productive.
Anytime when they are crossed or denied while presenting their ideas, they can feel bullied or
taken advantages. The toll in emotions are possible since conflicts can take several positions in a
person’s mind. Conflict leads to wastage of time that tends to impact the productivity of the
organisation. A conflict between organisation leads to brand image damage and on the micro
aspect when the battle is between two internal teams it impacts the organisation internally.

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Bibliography:
Chenhall, R.H., Hall, M. and Smith, D., 2016. Managing identity conflicts in organizations: A
case study of one welfare nonprofit organization. Nonprofit and Voluntary Sector
Quarterly, 45(4), pp.669-687.
De Graaf, G., Huberts, L. and Smulders, R., 2016. Coping with public value
conflicts. Administration & Society, 48(9), pp.1101-1127.
Nifadkar, S.S. and Bauer, T.N., 2016. Breach of belongingness: Newcomer relationship conflict,
information, and task-related outcomes during organizational socialization. Journal of Applied
Psychology, 101(1), p.1.
Prause, D. and Mujtaba, B.G., 2015. Conflict management practices for diverse
workplaces. Journal of Business Studies Quarterly, 6(3), p.13.
Tjosvold, D., 2006. Defining conflict and making choices about its management: Lighting the
dark side of organizational life. International Journal of Conflict Management, 17(2), pp.87-95.