Functional conflict is defined as “conflict that supports the goals of the group and improves its performance.” It seems a bit unorthodox to think of conflict as a beneficial force in the workplace, so let’s unpack this a bit.

Functional conflict is conflict that has beneficial results [Mic15]. Dysfunctional conflict interferes with performance [Mic15]. Conflict can functional when it facilitates change, improves problem solving, enhances morale and cohesion in a group, and stimulates creativity which in turn increases productivity [Mic15].

Functional conflict is healthy, constructive disagreement between groups or individuals, while dysfunctional conflict is unhealthy disagreement that occurs between groups or individuals.

Dysfunctional conflict is conflict that leads to a decline in communication or the performance of a group. Dysfunctional conflict within an organization usually arises out of egos of employees with competing ambitions. Higher degrees of stress and employee burn out are the usual outcomes.

The 6 Types of Literary Conflict

• Character vs. Self. This is an internal conflict, meaning that the opposition the character faces is coming from within.
• Character vs. Character.
• Character vs. Nature.
• Character vs. Supernatural.
• Character vs. Technology.
• Character vs. Society.

An example of dysfunctional conflict which resulted from a failure in communications occurred at one of my previous places of employment. All employees were on salaried pay. They work an average of 60 hours each week, with the occasional two or three-hour deviation.

Six Sources of Conflict

• Lack of role clarification. Conflict can emerge when it is unclear who is responsible for what task or what part of a project.
• Poor processes.
• Communication problems.
• Lack of performance standards.
• Lack of resources.
• Unreasonable time constraints.

Managing dysfunctional conflict is a much more challenging task than encouraging functional conflict….Project managers have to decide among a number of different strategies to manage it; here are five possibilities:

1. Mediate the conflict.
2. Arbitrate the conflict.
3. Control the conflict.
4. Accept it.
5. Eliminate the conflict.

Dysfunctional conflict is an unhealthy disagreement that occurs between groups or individuals. Negative results of dysfunctional conflict include: Individuals use threats, verbal abuse, and deception, which destroy relationships. Both parties can end up losing in this type of conflict.

Considerations for Encouraging Functional Conflict Acknowledge that more than one person can be right. This creates an attitude more conducive to good conflict. Learn to use language that encourages open communication while you work through conflict.

The conflict process deals with five steps that help alleviate disagreement, problems or fighting within organizations. The five steps are potential opposition or incompatibility, cognition and personalization, intentions, behavior and outcomes.

Managing Functional Conflict

1. Be sure you have a clear conflict resolution system in place and that all employees are aware of its existence.
2. Consider a third party counselor who might mediate conflict between employees so they don’t feel threatened by the involvement of management.

Process conflict means the disagreement over the procedures or methods the team or group should use for completing its tasks. It happens when procedures, policies, and strategies clash.

Stalemate is the most intense stage and arises out of a conflict escalating.

The four levels of conflict are:

• Intrapersonal. This level refers to an internal dispute and involves only one individual.
• Interpersonal.
• Intragroup.
• Intergroup.
• Managing intrapersonal conflict.
• Managing interpersonal conflict.
• Managing intergroup conflict.

At optimum level of conflict, that is, point B, people disagree with each other resulting in new ideas. People think differently in a constructive way. New solutions are developed to deal with problems and achieve the goals through optimum utilisation of resources.

Performance comprises the actual output or results of an organization as measured against its intended outputs (or goals and objectives). Conflicts often relate to the project or goals of a team. Conflicts can affect performance for the better, such as by allowing for the refinement of best practices.

Interpersonal conflict can antagonize productivity since it arouses hostility among group members. It can be defined as differences in viewpoints and opinions pertaining to a group task. Similar to cognitive conflict, it pertains to conflict about ideas and differences of opinion about the task [11].

It shows that conflicts may arise between 2 employees from a disagreement about how to complete a particular task or a clash between their personal values, goals or expectations. In [9] indicated that work-life conflict creates stress for the employee and cause low performance for the organization.

Violence during armed conflicts causes destruction and limits market transactions. Public and private assets are destroyed, people are maimed or killed, and markets shrink as a result of higher transaction costs. In addition, people change their behavior to survive amid violence.

The negative effects of workplace conflict can include work disruptions, decreased productivity, project failure, absenteeism, turnover and termination. Emotional stress can be both a cause and an effect of workplace conflict.

They devided work-family conflict into three types of conflict, namely, time-based, strain-based and behavior-based conflicts. Time-based conflict refers to the conflict that arises when the time devoted to one role makes it difficult for the individual to participate in the other role.

Work-to-family conflict occurs when experiences and commitments at work interfere with family life, such as extensive, irregular, or inflexible work hours, work overload and other forms of job stress, interpersonal conflict at work, extensive travel, career transitions, or an unsupportive supervisor or organization.

This article describes four causes of family conflict: finances and jobs, sibling rivalry, child discipline and parent-child rivalry, and in- laws and the extended family. Sibling Rivalry Another cause of family conflict is the inevitable rivalry that occurs between siblings.