Interpersonal Conflict :: Human Resource Management

Hocker (1991) defined fight and specific each(prenominal)y interpersonal strife as an expressed endeavor involving a minimum of two interdependent individuals who have incompatible goals, scarce resources, and they perceive obstruction from the other party in achieving their goals. Hockers definition of skirmish is criticized for its ambiguity. Rather than being a source of incompatible goals, conflict is caused by incompatible positions. When the term power is used in connection with communications betwixt opponents, it is understood to mean the ability to control some other individuals behavior (Burgoon & Dunbar, 2006). Individual perception is an important key concept to disposition the origin of conflict between parties. Conflict has also been de-fined as a breakdown in the standard mechanisms of decision-making so that an individual or group experiences trouble in selecting an action alternative March and Simon (1993). Jehn and Mannix (2001) described conflict of an interpersonal nature as a recognition shared by two large number in a dispute that they have irreconcilable needs, incompatible goals, and incongruity. During group situations, conflict frequently manifests itself when members of the group express opposing opinions and goals (Eisenhardt & Schoonhoven, 1990). Research by Amason (1996) revealed that conflict manifests itself in a groups decision-making processes in spite of everyone in the group sharing the same goals. Amason (1996) and later Jehn (1999) theorized the reason for this disconnect was due to from each one person in the group having their own unique perspectives, varying levels of knowledge, and different life experiences that created an environment ripe for the collision of values. Interpersonal conflict is viewed by a vast majority of people as dysfunctional and costly to companies because of the time and money spent on conflict resolution strategies. Furthermore, many believe conflict stifles perfor mance, reduces group cohesion, and it ultimately hinders the process of decision-making (Gladstein, 1984). Language also ascribes negative attributes to the word conflict. Typically, dysfunctional be-haviors whether they are verbal or physical like disputes, quarrels or hostilities -- all are associated with the word conflict. With the word conflict being used in great abundance globally to describe