HRM611 GDB IDEA SOLUTION spring May 2011

[Vuhelper]

[B]Solution :

The term conflict refers to perceived incompatibilities resulting typically from some form of interference or opposition.
Experts call this misreading "pseudo-conflict," that
is, perceived conflict rather than actual conflict. Much of what managers take to be an actual conflict is the product of such pseudo-conflict.However, conflict may actually be either functional or dysfunctional. Whereas dysfunctional conflict is destructive and leads to decreased productivity, functional conflict may actually encourage greater work effort and help task performance.
example:
For a conflict to exist, the people or groups who are involved must perceive the situation as a conflict. If no one is aware of a conflict, it is generally agreed that no conflict exists. Thus, whether a conflict exists or does not is a perception issue.
Sometimes, perceived conflicts are not real. For example, a young person may have had an argument with his/her parent and consider it a “conflict”. In the end, both realize that they are saying the same thing, just expressing it in different ways. By thinking of it as a “conflict” both the young person and parent find it harder to communicate with each other.[/B]