What are the differences between the traditional and Interactionist views of conflict?
Examples of negative outcomes include the following: Increased stress and anxiety among individuals, which decreases productivity and satisfaction. Feelings of being defeated and demeaned, which lowers individuals’ morale and may increase turnover.
In particular, three types of conflict are common in organizations: task conflict, relationship conflict, and value conflict. Although open communication, collaboration, and respect will go a long way toward conflict management, the three types of conflict can also benefit from targeted conflict-resolution tactics
Encourage employees to speak – Establish your office as a safe space in which employees are encouraged to share their issues and ideas. Be kind – Never publicly shame an employee for sharing an issue or conflict. Keep it not personal – Make it clear that personal shaming or attacks are not welcome in your workplace
How do you promote functional conflict?
Managing Dysfunctional Conflict Framework
What is an example of dysfunctional conflict?
The traditional (and the oldest view) view of conflict assumes that all disagreement is harmful and should be avoided. The interactionist view proposes that conflict can be a positive force in a group and explicitly argues that some conflict is necessary for a group to perform effectively.