Management Notes

Reference Notes for Management

Dysfunctional conflict is sometimes called ______ conflict.

Dysfunctional conflict is sometimes called ______ conflict.

A) negative
B) irregular
C) destructive
D) aggressive
E) apathetic

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The Correct answer for the given question is Option A) negative.


Answer Explanation for Question: Dysfunctional conflict is sometimes called ______ conflict.

Dysfunctional Conflict

Dysfunctional conflict which is also known as negative or destructive conflict that leads to an overall decline in communication or performance of a group. This type of  conflict obstructs the achievement of the goals of a group. In an organization, this type of conflict usually arises out of egos of employees with competing ambitions. Higher degrees of stress and employee burn out are the usual outcomes. This lead to lower satisfaction levels among employees and less loyalty to the organization.

Characteristics of Dysfunctional Conflict in Organization


  • Increases Tension
  • High Rate of Employee Turnover
  • Increased Dissatisfaction
  • Distrust
  • Distraction From Organizational Goals

(i) Increased tension

The tension caused by dysfunctional conflict among members of a group can be high, making it difficult for the management to resolve such a conflict. As a result of this increased tension, members of a group are likely to feel anxious, uncertain, and frustrated.

(ii) High rate of employee turnover

If a dysfunctional conflict cannot be resolved in their favor, some employees leave the organization. Usually, it is an organization that suffers from losing its most valuable employees in such a situation.

(iii) Increased dissatisfaction

People who lose a conflict may be more likely to feel dissatisfied. In addition, these struggles during conflict can also decrease concentration on the job, and this can adversely affect the productivity of the whole team.

(iv) Distrust:

Conflict can create an atmosphere of distrust within a group and in the organization as a whole. This can cause a decrease in cohesiveness among the group members since they will have negative feelings towards the other members of the group and avoid interacting with them.

(v) Distraction from organizational goals 

Group members can be distracted from the organizational goals they are supposed to achieve during conflicts, but instead of focusing on their organizational goals, they may waste time and energy trying to emerge as winners in the on-going conflict in the group. For the individuals involved in the conflict, personal victory becomes more important than organizational goals.

Ways to Manage Dysfunctional Conflict in Organization


1) Mediation

There is no other option when it comes to resolving this conflict. Management gathers all parties and listens to their grievances in order to further de-escalate the situation. Each party shares their viewpoints and eventually reaches an amicable understanding. This method can be used to resolve any dispute between employees who are fighting for personal or professional reasons.

2) Arbitration

In this situation, the management listens to both parties and proposes solutions to resolve the conflict in a timely manner. When there is a conflict, it doesn’t matter who wins; it’s the organizational goals that matter. Management even takes harsh measures to resolve conflicts.

3) Controlling

By injecting humor, warnings, shaming, and other methods, management attempts to reduce conflict intensity. Both fighting parties are told by the manager to cool their heads for the sake of the company and themselves. Employees who refuse to listen to management can also be forced to resign if they do not want to listen. Despite the fact that the dispute is very costly to the company, organizations cannot continue the dispute.

4) Acceptance

There are times when accepting some degree of dysfunctional conflict in the company is the right thing to do. Support and operations departments will always be at odds.The operations department will continue to blame the support team, like the administrations, for not providing enough manpower to complete tasks.

5) Elimination

Flowing water over the head can be unbearable for anyone. There are times when management must take harsh measures for the betterment of the organization. Management escalates the issue to human resource so that drastic action is taken such as terminating the employees. In this way, you are sending a clear message to the rest of the company that you expect them to follow the rules and regulations of your organization.

People Also Ask,

What are examples of dysfunctional conflict?

The whole process gets delayed if the first department delays. Thus, if the delay is due to a management issue, it is tolerable. It is detrimental when dysfunctional conflict results from a fight between two teams or individuals.

What is the difference between functional conflict and dysfunctional conflict?

The definition of functional conflict is healthy, constructive disagreement between individuals or groups. On the other hand, dysfunctional conflict occurs when individuals or groups disagree in unhealthy ways.

Which type of conflict is always dysfunctional?

Relationship conflict is a type of conflict is always dysfunctional. Relationship conflict refers to a conflict that takes place due to personality clashes.The conflict between two or more individuals can be described as a collision. Differences in opinion, understanding, attitude, interests, thought processes, etc. can cause this clash. Struggles can escalate to violence or abuse, if they are not resolved. It is possible to have both functional and dysfunctional conflicts.

What is the difference between constructive and dysfunctional conflict?

When two individuals are at odds with each other, the morale of an entire department can be affected, resulting in decreased productivity. The goal of constructive conflict is to move the company toward its goals and mission through the exchange of ideas and worldviews.

Conflict Theory – Assumptions of Conflict Theory | Fundamentals of Sociology


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