User:Theurbangraduate/sandbox

PROCESS: A series of actions, changes, functions or steps taken to achieve an end or to bring about a result.

CONFLICT: Perceived incompatible differences that result in interference or opposition; conflict is a struggle

Process Conflict: Perceived incompatible differences or a "felt" struggle that result in interference or hindrance in the completion or achievement of a desired result or goal. Usually results in the hindrance to achieve a common goal.

Conflict is inevitable in groups and organizations, and it presents both a challenge and a true opportunity for every leader. There are many different types or variations of conflict. Process conflict focuses on the Conflict over how work gets done.

While conflict can be uncomfortable, it is not unhealthy, nor is it necessarily bad. Conflict will always be present in leadership situations, and surprisingly, it often produces positive change. The important question is not “How can we avoid conflict and eliminate change?” but rather “How can we manage conflict and produce positive change?” When leaders handle conflict effectively, problem solving increases, interpersonal relationships become stronger, and stress surrounding the conflict decreases.

Possible Sources of Conflict: The differences may stem from role expectations, *perceptions, goals, ambiguity, lack of clear cut direction, structure, communication, or resources. In interpersonal relationships, many potential sources of conflict may be smoldering below the surface. It may take some time before they flare up in overt conflict. Once you are aware that there is conflict and the source has been identified, you should move into the "conflict resolution" faze. For more on "Conflict Resolution" see: http://en.wikipedia.org/wiki/Conflict_resolution

Related Conflicts: Personal Conflict, Role Conflict, Organizational conflict, and Conflict within groups to name a few.

Conflicts Most Closely related to "Process Conflict": (1) Procedural Conflict and (2) Substantive Conflict (1)Procedural conflict refers to differences between individuals with regard to the approach they wish to take in attempting to reach a goal. In essence, it is conflict over the best means to an agreed-upon goal; it is not about what goal to achieve. Procedural conflicts can be observed in many situations such as determining how to best conduct job interviews, choose a method for identifying new sales territories, or spend advertising dollars. In each instance, conflict can occur when individuals do not agree on how to achieve a goal.

(2)Substantive conflict occurs when individuals differ with regard to the substance of the goal itself, or what the goal should be. For example, two board members of a nonprofit human service agency may have very different views regarding the strategies and scope of a fund-raising campaign. Similarly, two owners of a small business may strongly disagree about whether or not to offer their part-time employees health care benefits.

For more research on the "Conflict Process" (with diagrams) see: http://www.mehralborz.com/WebPages/OB/ch08/ref/OB_Ch08_FurtherRef_01.pdf

http://www.mehralborz.com/WebPages/OB/ch08/ref/OB_Ch08_FurtherRef_01.pdf

Definitions
Process: A series of actions, changes, functions or steps taken to achieve an end or to bring about a result.

Conflict: Perceived incompatible differences that result in interference or opposition; conflict is a struggle.


 * Process Conflict: Perceived incompatible differences or a "felt" struggle that result in interference in the achievement or completion of a desired result or goal. Usually results in the hindrance to achieve a common goal.

There are many different types or variations of conflict. Process Conflict refers to disagreement over the group’s approach to a task, its methods, and its group process. Process Conflict is not a struggle over the task itself, yet a struggle about how to go about getting the task or assignment done.

Process Conflict Theory / Management
Conflict is inevitable in groups and organizations, and it presents both a challenge and a true opportunity for every leader. While conflict can be uncomfortable, it is not unhealthy, nor is it necessarily bad. Conflict will always be present in leadership situations, and surprisingly, it often produces positive change. When leaders handle conflict effectively, problem solving increases, interpersonal relationships become stronger, and stress surrounding the conflict decreases. Conflict can be beneficial in groups and committees to avoid "Group Think". It is found to be beneficial since it encourages diversity of opinions, although care should be taken so it does not lead to gridlock. The important question is not “How can we avoid conflict and eliminate change?” but rather “How can we manage conflict and produce positive change?”


 * For more Research on "Group Think": http://en.wikipedia.org/wiki/Group_think

Possible Sources of Conflict
The differences may stem from role expectations, *perceptions, goals, ambiguity, lack of clear cut direction, structure, communication, or resources. In interpersonal relationships, many potential sources of conflict may be smoldering below the surface. It may take some time before they flare up in overt conflict. It is important to note in this section that there may also be personal variables that can arouse Process Conflict. Intrapersonal conflict, which is a conflict that occurs solely in the psychological dynamics of one's own mind, can also cause insecurities and ignite conflict, although it can be hard to detect. Once you are aware that there is conflict and the source has been identified, you should move into the "Conflict Resolution" faze.


 * For more Research on "Conflict Resolution" see: http://en.wikipedia.org/wiki/Conflict_resolution

Other Related Conflicts

 * 1) Personal Conflict
 * 2) Role Conflict
 * 3) Organizational Conflict
 * 4) Conflict Within Groups

Helpful Power Points / Presentations (Organizational Conflicts and Resolutions)

 * East Tennessee State University: Conflict and Change - http://faculty.etsu.edu/blanton/Conflict_Change.ppt


 * California State University Sacramento: Interpersonal Conflict - http://www.csus.edu/indiv/o/owenb/pdf%20files/ConflictStyles2008.pdf

Definitions
Process: A series of actions, changes, functions or steps taken to achieve an end or to bring about a result.

Conflict: Perceived incompatible differences that result in interference or opposition; conflict is a struggle.


 * Process Conflict: Perceived incompatible differences or a "felt" struggle that result in interference in the achievement or completion of a desired result or goal. Usually results in the hindrance to achieve a common goal.

There are many different types or variations of conflict. Process Conflict refers to disagreement over the group’s approach to a task, its methods, and its group process. Process Conflict is not a struggle over the task itself, yet a struggle about how to go about getting the task or assignment done.

Process Conflict Theory / Management
Conflict is inevitable in groups and organizations, and it presents both a challenge and a true opportunity for every leader. While conflict can be uncomfortable, it is not unhealthy, nor is it necessarily bad. Conflict will always be present in leadership situations, and surprisingly, it often produces positive change. When leaders handle conflict effectively, problem solving increases, interpersonal relationships become stronger, and stress surrounding the conflict decreases. Conflict can be beneficial in groups and committees to avoid "Group Think". It is found to be beneficial since it encourages diversity of opinions, although care should be taken so it does not lead to gridlock. The important question is not “How can we avoid conflict and eliminate change?” but rather “How can we manage conflict and produce positive change?”


 * For more Research on "Group Think": http://en.wikipedia.org/wiki/Group_think

Possible Sources of Conflict
The differences may stem from role expectations, *perceptions, goals, ambiguity, lack of clear cut direction, structure, communication, or resources. In interpersonal relationships, many potential sources of conflict may be smoldering below the surface. It may take some time before they flare up in overt conflict. It is important to note in this section that there may also be personal variables that can arouse Process Conflict. Intrapersonal conflict, which is a conflict that occurs solely in the psychological dynamics of one's own mind, can also cause insecurities and ignite conflict, although it can be hard to detect. Once you are aware that there is conflict and the source has been identified, you should move into the "Conflict Resolution" faze.


 * For more Research on "Conflict Resolution" see: http://en.wikipedia.org/wiki/Conflict_resolution

Other Related Conflicts

 * 1) Personal Conflict
 * 2) Role Conflict
 * 3) Organizational Conflict
 * 4) Conflict Within Groups

Helpful Power Points / Presentations (Organizational Conflicts and Resolutions)

 * East Tennessee State University: Conflict and Change - http://faculty.etsu.edu/blanton/Conflict_Change.ppt


 * California State University Sacramento: Interpersonal Conflict - http://www.csus.edu/indiv/o/owenb/pdf%20files/ConflictStyles2008.pdf