Functional & Dysfunctional Conflicts

Functional & Dysfunctional Conflicts

Sometimes a conflict can act as a positive force within an organization, while at other
times it can act as a negative force. Accordingly, conflicts are classified as Functional
and Dysfunctional. Functional conflict acts as a positive force that is the occurrence
and resolution of conflict may stimulate the organization to constructive problem-solving.
It may also lead people to look for ways of productively altering how they do things.
The conflict-resolution process can ultimately be a stimulus for positive change within
an organization

Dysfunctional conflict acts as a negative force, that is, the occurrence and resolution
of conflict may result in a digression of efforts from goal attainment and result in
the squandering of productive resources of the organization. Conflicting workplace ideas,
attitudes, and actions may lead to anger, tension, and anxiety. Deep hostilities and
lasting conflicts may eventually lead to violent behavior among employees.
Therefore, it would only be fair to say that conflict may sometimes be advantageous
and at other times destructive. Workplace managers must be sensitive to the
consequences of conflict. These consequences range from negative outcomes (such
as loss of skilled employees, sabotage, low quality of work, stress and even violence)
to positive outcomes (such as creative alternatives, increased motivation and
commitment, high quality of work, and personal satisfaction).