understANDING Organizational Conflict 

Organizational conflict can be functional if handled correctly (Kim et al., 2017; Mikkelsen & Humle, 2020).

Presence of Organizational conflict has been said to indicate organizational health – where conflict (properly addressed) gives way to change and innovation through promotion of creativity, identification of and unique solutions to complex problems, improved/shared decision-making, and the development of group cohesion (Henry, 2008; Kim et al., 2017; Milano, 2019; Qayyum et al., 2022; Rahim, 2003; Rahul, 2012).  

Organizations with little to no conflict risk stagnation (Rahim, 2003).

Organizational conflict can lead to a lack of cohesion, trust and guidance, communication breakdown, and eventual misalignment with organizational goals (Clardy, 2018; Herrity, 2023; Kim et al., 2017; Qayyum et al., 2022; Rahim, 2003).

If left unaddressed, organizational conflict can spread, and exert strong negative influence on organizational functioning through increased stress and burnout, and decreased motivation, satisfaction, loyalty, and productivity (Clardy, 2018; Henry, 2008; Qayyum et al., 2022; Rahim, 2003). Covert conflicts, left uncovered, can foster actions and attitudes of disloyalty, dissatisfaction, and gossip, and create climates of distrust and secrecy which may negatively impact how overt conflicts are addressed and managed (Mikkelsen & Humle, 2020; Rahul, 2012).

Disagreements that don’t affect operations can still be problematic if they cause ill will among employees. This is especially troublesome for smaller companies where workers must see each other and work together on a daily basis (Milano, 2019).

Disadvantages of Organizational Conflict include:

Diverts Attention - Including from significant issues as well as the main problem, as parties continually disgaree or shift topics to prove their point.

Delays Decisions - As individual rebellion interferes with essential matters of team and organizational functioning.

Leads to Frustration, Anxiety, and Continued Disagreements - That if persistent or recurring can prove harmful for an organization. 

Reduces Communication - As individuals adopt either aggressive or avoidance behaviours which result in missed, mis, or reduced communication.

Decreases Morale - Where employees who feel they are being bullied, taken advantage of or facing favoritism may begin looking for another job or performing poorly.

Decreases Productivity - Through creation of energy-consuming interpersonal hostility, making team members unwilling or unable to work with one another towards the achievement of organizational objectives.

(Bhasin, 2023; Henry, 2008; Kim et al., 2017; Milano, 2019; Rahul, 2012)