Functional and Dysfunctional Conflict

Functional Conflict

It is healthy disagreement between two or more parties.

In functional conflicts, people primarily differ on ideas or perceptions.

If people are open minded they make joint exploration on ideas or principles, new awareness, new insight which improves the relationship between parties to disagreement.

Dysfunctional Conflict

It is unhealthy disagreement between two or more parties.

Traditional view of conflict is more known for its dysfunctional nature.

It presumes that conflicts are inherently bad and invariably affect the organizational outcome negatively.

Conflicts are not always dysfunctional.

In fact conflicts many times force people generate more acceptable and win-win solutions, thus in the process lead to creative solutions.

In order to reduce tendency of conformity and stimulate creative thinking Tata Steel had released message on encourage dissent.

Consequences of Conflict

Positive Consequences

• Leads to new ideas
• Stimulates creativity
• Motivates change
• Promotes organizational vitality
• Helps individuals and groups establish identities
• Serves as a safety valve to indicate problem behaviour

Negative Consequences

• Diverts energy from work
• Threatens psychological well-being
• Wastes resources
• Creates a negative climate
• Breaks down group cohesion
• Can increase hostility and aggressive

Is a conflict is functional or dysfunctional?

• Are the parties to conflict hostile to each other?
• Is the outcome likely to be negative one for the organization?
• Do the potential losses of the parties exceed any potential gains?
• Is energy being diverted from goal accomplishment?

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