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Choosing Your Battles
Josh FOSTER 9/12/2015
Choosing Your Battles
Josh FOSTER 9/12/2015

How would you ensure sufficient discussion of contentious issues in a work group? How can managers bring unspoken conflicts into the open without making them worse? Conflict is a word with no shortage of definitions but common to most of those definitions is the idea that conflict is a perception (Robbins and Judge 2015, p.400). Conflict is most generally a process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something the first party cares about (Robbins and Judge 2015, p.401). The conflicts people experience in organizations are numerous with examples of such conflicts being; incompatibility of goals, differences over interpretations of facts, and disagreements based on behavioral expectations (Robbins and Judge 2015, p.401). The role of conflicts in groups and organizations is hotly debated and generally comes down to two different views. The traditional view of conflict which holds the idea that all conflict is harmful and must be avoided due to the conflict stemming from a malfunction within the group or organization (Robbins and Judge 2015, p.401). The over view point; the interactionist view of conflict, holds the belief that conflict is a positive and absolute necessity for a group to perform effectively based on the idea that a harmonious, peaceful, tranquil, and cooperative group is prone to becoming static and lack the self-critical and creative element that is needed to keep a group or organization moving forward (Robbins and Judge 2015, p.401). When mangers set out to deal with conflict they need to be able to determine several things. First, is the conflict functional and supporting the goals of the group, does it in turn improve their performance thereby being classified as

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