The study aimed at finding out whether there is a relationship between intergroup conflicts and organizational Performance, using the case of Kiboga hospital. A taxonomy of games is outlined, called team games, which incorporates the intragroup and intergroup levels of conflict, to provide a coherent framework for analyzing the prototypical problems of cooperation and competition that arise within and between groups. Possible solutions are discovered with open minds therefore improving organizational performance. As groups come to know more about one another, suspicions often diminish, and greater intergroup teamwork becomes possible, which improves performance. When co-workers do not respect the fact that approaches in addressing issues at work can differ, everyone suffers due to unresolved intergroup conflicts risk with great potential to worsen the situation. Intergroup conflict is conflict that takes place among different groups. Well being in cross cultural transitions: discrepancies between acculturation preferences and actual intergroup and intragroup . Kiboga hospital is a government-owned hospital with a status of a general hospital. A downside to this option is the identification of a common enemy of the conflicting groups, who must come together to prevail. "Intergroup Conflicts in Organisations." It is a hospital located in the central region of Uganda. We are now ready to move on to an examination of intergroup behavior. On the basis of the report back and all the other information gathered, the group proceeds to: generate action steps for resolving the conflict, assign responsibilities for each step and record a date by which the steps ought to have been carried out. The first, task clarity, is the extent to which the requirements and responsibilities of the group are clearly understood. Results revealed that respondents consented that intergroup conflicts affect performance with an average mean of 4.154 and a standard deviation of 1.092. (Credit: Jim Larisson/ flickr/ Attribution 2.0 Generic (CC BY 2.0)), https://openstax.org/books/organizational-behavior/pages/1-introduction, https://openstax.org/books/organizational-behavior/pages/9-4-intergroup-behavior-and-performance, Creative Commons Attribution 4.0 International License. If you are redistributing all or part of this book in a print format, We recommend using a This refers to the situation where a department does not rely on another department to conduct and accomplish its tasks (Rahim, 2010, p. 150) Conflict occurs in several ways. True b. A good example of this is in the operating theatre. This causes managers to fight and have conflict and people end up taking sides against another. Information Flow Requirements. At a low level of conflict, that is, there is usually mutuality of opinion, people agree with each other and there is no stimulation to change. The imbalance of both differentiation of subsystems and the need for integrating these subsystems in pursue of superordinate organizational goals represents an inherent potential for interface or structural conflict between work units [18]. Conflict adversely affects the productivity of the workers and the ultimate bottom line of the company. Political power is a great tool for managers to solve intergroup conflicts that will usually be there in any organisation. There will arise conflict where one feels the other is invading his space while the one feels that the other is a bit cold and detached, The conflict occurs since one department has to rely on another in order to complete its work. So far, this matter has not been accorded much attention from a risk management perspective but, as a result of the emphasis on performance, researchers in human resource management have stressed the need for effective human resource strategy in conflict management with reducing conflict. Member Exchange. ensure the integrity of our platform while keeping your private information safe. Options ought to be generated in order to come up with best option for resolving conflict. When speaking of resources it includes a wide range of resources such as employees or manpower, salaries, office equipment and operating budgets. Each of these causes will be discussed in the following sections, respectively. Many times, groups inter-relate to accomplish the organizations goals and objectives, and conflict can occur. For instance, a company facing a major financial cutback may create a task force consisting of members from across the company to identify ways to resolve the crisis. A major feature of these mechanisms is the ability to diagnose the problem accurately. Therefore, moderate levels of conflict are beneficial to organizational performance. (b) How do different moral motives shape individual behavior in intergroup conflict? For instance, departmental interaction often deteriorates in larger organizations as different divisions battle for limited resources or become detached from the needs of other departments. Data were analyzed using the Statistical Package for Social Science (SPSS). van Gelder, C. (2007). Google Scholar; Sampson E. E. . Textbook content produced by OpenStax is licensed under a Creative Commons Attribution License . In essence, these linking role positions are designed to enhance communication among the various functional units and ensure that the right products are designed, manufactured, and marketed. Organization theory and design. Name at least three strategies that managers and leaders can employ to help keep employees engaged, even when working in remote work teams. Boston, MA: Cengage Learning. An example of this can be seen when a company transfers a production engineer into the quality assurance department. If leadership is engaged, employees will also engage with their work and workplace, which helps drive team cohesiveness overall. Intergroup conflict within organizations can occur horizontally across departments, or The organisations staff may experience a high level of transfers, promotions, dismissals or retrenchments and hiring of new staff (Rahim, 2010, p. 155). Intergroup conflict is the clash between at least two groups and their members. Although group conflict is one of the most complex . A big number of organizations are losing valuable resources including talent, time, and revenue from work conflicts arising from within and outside. Authority is different because it is conferred by the organisational structure. A person at the top will have certain rights, responsibilities due to the position he occupies. The sub-groups report to the larger group. In this major commitment of time and resources, success is its best reward, but to ensure an ADR approach suitable for you, it is important to: Conflicts within or between groups can be destructive or constructive, depending on how the conflict is handled. Political power may also be demonstrated by the degree of resources allocated to staff or groups. Types of groups may include different departments or divisions in a company, and employee union and management, or competing companies that supply the same customers. Some conflict, called functional conflict, is considered positive, because it enhances performance and identifies weaknesses. In a task force, individuals from several units are brought together to solve a specific problem, usually in a short period of time. The researcher used a cross-sectional research design, this is where the data on the study variables are collected at the same point in time. Many positive outcomes can result from working through conflict. then you must include on every digital page view the following attribution: Use the information below to generate a citation. Volume of Research on Managing Groups and Teams, 4, 85113. The majority (49.2%) of the workers were Bachelors Degree holder and Diploma holders (55.4% and 33.8%) Few respondents had Masters Degree and certificates (5.4% and 5.4%) respectively. These include simple avoidance where possible, problem solving, changing certain variables in the workplace, and in-house alternative dispute resolution (ADR) programs. Horizontal power is not achieved through a hierarchical system in the organisation. This is a major source of conflict since the members end up feeling others are preferred over them (Rahim, 2010, p. 150) Each department may want a larger share of the office space, equipment, manpower or human resources. Characteristics of inter-group conflict: Inter group conflicts are characterized by perception of the other as the enemy, stereotyping, constipated, distorted and inaccurate communication and stoppage of feedback and data input. Here we outline five questions that we hope students of intergroup conflict will undertake to research in years to come: (a) When and why do people engage in, and publicly display, blatant forms of intergroup hostility? Intergroup conflicts can either be constructive or destructive in nature. IBM continues to focus on growing global IBMers by offering opportunities for global leadership experiences as well as offering opportunities to acquire new skills. Your privacy is extremely important to us. The main aim of the study was to establish a relationship between intergroup conflicts and organizational performance. This chapter is distributed under the terms of the Creative Commons Attribution 3.0 License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. The manager must be perceived to be acting in the best interests of other managers and the organisation as a whole. Appropriate use: There are certain dangers of using politics to resolve conflict in the organisation. Personality and Organization: A Basic Conflict? This study tests social identity theory and realistic conflict theory by examining intra- and intergroup relations in a team-based community-health care organization. The management does everything to ensure that the organisation gets what it needs in terms of financial and non-financial resources. Other items that are deemed to be less crucial at that time are placed at the end of the meeting when the people are tired and in a hurry to leave since the attention given to them will be obviously low. S. A. It specifically tries to examine in detail, the causes, types, effects and recommend various strategies on how . A superordinate goal not only helps alleviate conflict, it focuses more on performance, which is what the organization needs to survive. Or a company may create a task force to consider a joint venture offer from a foreign company. He also wants new products and existing products to be produced quickly and taken to distribution points. then you must include on every physical page the following attribution: If you are redistributing all or part of this book in a digital format, The task of each group is to generate two lists. Conflict can also arise between two groups within the same organization, and that also would be considered intergroup conflict. At optimum level of conflict, that is, people disagree with each other resulting in new ideas. student. 3(1). a. Members in the different departments can even be exchanged so as to reduce the level of intergroup bias and attitudes. Intra group conflict is the current phenomena for study that guides employees to do their tasks better even in conflicts. The World Health Report [9], estimates that there are 57 countries with critical shortages that have come as a result of either poor conflict management strategies or the absence of which is equivalent to a global deficit of 2.4 million doctors, nurses, and midwives. (2019) 'Intergroup Conflicts in Organisations'. This situation shows that the potential for conflict to arise in a hospital setting is considerably high [5]. The occurrence of moderate level of task conflict is more helpful during planning and strategizing phases of the work, when decision making is most needed, rather than during task execution phases. Differences in perceptions among groups regarding time and status, when coupled with different group goals, can also create conflict. False Given the relevance of task conflicts in decision-making teams, there is a need for better selection and training of team members, as well as a culture that enables team members to leverage task conflicts appropriately, as opposed to minimizing and avoiding them completely. A common way to manage intergroup relations is for senior management to establish rules and procedures governing the interactions of two or more departments or units. A department that therefore assists the organisation to deal with uncertainty is perceived to be very powerful. The Intergroup Prisoner's Dilemma-Maximizing Difference game (IPD-MD) structures intergroup conflict as a competition between two groups of equal sizes. Past research employing team . The marketing manager may be highly outgoing with a friendly, warm personality while the scientist is a bit reserved and withdrawn. Owing to the contribution of the studies of intergroup conflict by those theorists like Rahim(1985) and Thomas(1976), Daft has summed up as 'behaviour that occurs among organizational groups when participants identify with one group and perceive that other groups may block their group's goal achievement or expectation' (2007: 361 . Therefore, it was concluded that the effect of conflicts on the organization can either be positive or negative, but when managed properly, the positive effects can be used to encourage organizational innovativeness and build cooperation among the employees which enhances performance. Pearsons correlation coefficient has been computed so as to establish this relationship. The choice of an appropriate technique depends upon the unique situation facing the manager. Finally, there are situations in which two or more closely related groups simply dont work together effectively. ROWE allows employees to work at the hours that they feel naturally most productive. It usually causes even further conflict aggravating the existing tense feelings. It could be cultural differences, inadequate resources or goal incompatibility. The subordinates realise this and they do their best not to make any manager angry or disappointed in their work so that they can get the resources that they need. A study by [22], emphasized that conflicts are inevitable and often lead to the efficiency of the organizations activity, to its development. A follow up meeting is convened to ensure that the action steps have been taken. https://ivypanda.com/essays/intergroup-conflicts-in-organisations-research-paper/, IvyPanda. The approach that will be used to solve the conflict will depend on the degree of goal incompatibility, differentiation, task interdependence and limited resources. The positive correlation indicated that as employees engage in intergroup conflicts it is likely to affect their performance positively or negatively. The amount of interaction required is determined by the extent and nature of the groups interdependence. Non-substitutability: This comes in where there are certain staffs in the organisation that cannot be easily replaced. A study by [24], elaborated this further by specifying the type of team conflict that benefit from moderate levels of conflict. Study with Quizlet and memorize flashcards containing terms like What are some of the undesirable consequences of conflict at work?, What is the energy created by the perceived gap between what individuals or groups want and what they are experiencing? Tony Belak is the Ombuds at the University of Louisville, Associate Director of the Center for Conflict Resolution at La Sierra University, Riverside, California, associate director of the International Center for Compassionate Organizations www.compassionorg.net and the former Executive Director of the International Center for Collaborative Solutions at Sullivan University, Louisville, MORE >. When two or more human groups experience social tension or a downright heated disagreement, the results can be good or bad for business, depending on the circumstances or what . Therefore, management can solve intergroup conflicts by setting up organizational goals that require interdependence of different departments to maintain intergroup relations to improve performance. The product needs to be assembled first before it is considered for paint work. When groups are working on highly uncertain tasks (e.g., a new product, an experiment, or an old product in a new environment), the need for communication increases. To build a coalition does not happen in a formal environment, most of the time it occurs in informal meetings. The foundation set by the manager should be one of trust, mutual respect and harmony. The proper and acceptable use and view of politics is where it is used as a tool for the bargaining and negotiating of rights and tasks in the organisation. Traditionally, conflicts are viewed as bad. Another key component to managing a global work team is clear communication. 2.1 Intergroup conflicts Organizational conflict is regarded as the discord that occurs when the goals, interests, or values of different individuals or groups are incompatible with those of individuals or groups block or frustrate each other in an attempt to achieve their objectives [ 1 ]. The interdependence, task uncertainty, and time and goal orientation of each unit are shown. This perspective is applied to organizational socialization, role conflict, and intergroup relations. Images of organization. A task force serves much the same purpose as a linking role except that the role is temporary instead of permanent. It is also important to know the source of the conflict. Instead of being highly rigorous in work hours and causing employees to be available on teams at all hours of the night or day, IBM decided they would implement a results-oriented work environment (ROWE). Clashes of ideas can lead to more creative solutions or otherwise provide perspectives that persuade the team to take a different approach that is more likely to lead to success [1]. This research work is not a part of any other studies and it is my original work. With this method the two groups work together effectively. Rules and Procedures. Multiple choice question. Hence, the greater the task uncertainty, the greater the need for comprehensive information flow systems. A high correlation coefficient would suggest a strong relationship between the intergroup conflicts and organizational performance and vice versa for a low correlation coefficient. Power and influence are used to solve conflicts. If he ends up leading the organisation to address a growing need within the organisation or he helps the organisation deal with an emerging challenge outside the organisation, his departmental power will grow. It is not healthy at all. Competition and Conflict Us versus them. When task uncertainty is low, less information is typically needed. In addition, the transferred employee often develops better interpersonal contacts with the other department, thereby enhancing communication and coordination. References. The organization has an overall mission and strategy while the departments have their specific goals which all lead to profit-making. In this way, the strengths of all groups are used in addressing organizational problems. IvyPanda. This way they can see the challenges involved in the administration of the promotion and salary policies and appreciate the approach the organisation in order to achieve balance and harmony. This is where the managers will be found in meetings negotiating and striving to be heard so that they can maintain the responsibilities and roles that they had before. This causes a lot of conflict as the marketing manager seeks to have his quarterly operational budget while the finance manager tells him that the costs are too high and to look for cheaper alternatives. Another source of power is when a department handles the aspect of uncertainty well. Written by SOM professor of organizational behavior Julia DiBenigno, the papers were published in advance online on June 16, 2017, and Jan. 22, 2019, in the journal Administrative Science Quarterly. This, therefore, implies that the null hypothesis that states: There is no significant relationship between Intergroup Conflict and Organization performance, is rejected and the alternative is accepted. (2002). This represented a response rate of 97.4% which was considered appropriate for the study. By doing so, it enhances performance among health services teams. New Delhi, India: Prentice Hall. Group-based inequalities are maintained through three primary intergroup behaviors: institutional discrimination, aggregated individual discrimination, and behavioral asymmetry. Intergroup conflict is conflict that takes place among different groups. The Control of decision premises: In this political tactic, the manager may choose not to reveal all the information to the other managers so as to influence them to do what he wants. Looking at party interests provide a vehicle for resolving conflict rather sticking to inflexible positions that entrench the conflict. Miscommunication can be the death knell of any organization. New solutions are developed to deal with problems and achieve the goals through optimum utilization of resources. Organizations Intergroup conflict is the behavior that occurs among groups when participants identify with one group and perceive that other groups may block their goal achievement, involves group identification, observable group differences, and frustration. When we put these various requirements and their antecedents together, we can see why achieving intergroup coordination and performance is no easy task. 2021 The Author(s). The methods of communication within the organisation can even be altered so as to find a medium that gives clearer communication between the groups. The latter require restructuring perceptions and working through negative feelings. The final requirement for successful intergroup performance is integration. Where there are mergers, it is difficult to merge the old staff and new staff work values, culture and ethics. Along those lines, another solution is smoothing the groups by focusing on common interests and de-emphasizing the differences between them. Intergroup Conflict in Organizations In order to have order and efficiency, an organization groups work duties into different departments then staffs the department. Power is different from authority in several ways. Any method or response to conflict, lost productivity, miscommunication, or unhealthy work environment can be reconstituted in many forms of ADR. are not subject to the Creative Commons license and may not be reproduced without the prior and express written for only $16.05 $11/page. He adds that all organizations regardless of their size, the conflict is an integral part of the process of development and capitalization of human resources within the organization, which requires a permanent analysis in the direction of strategic development of those entities. The marketing manager wants a diverse variety of goods to satisfy customer wants. Publishing on IntechOpen allows authors to earn citations and find new collaborators, meaning more people see your work not only from your own field of study, but from other related fields too. Therefore, in order to offer quality patient care, it is crucial for management to identify functional and dysfunctional conflicts and effectively manage them so as to enhance hospital performance. This will often shift focus away from the conflict and onto the project, which can increase efficiency and output. (2019, June 10). Politics can be defined as the use of power to achieve certain results or outcomes. The manager is affecting the foundation of decision making which is access to information (Gareth, 1997, p. 165). In an organisation with no training on embracing cultural diversity, there will be problems. However the department that is being relied on by over five departments finds itself in a very powerful position. The task environment has two aspects: the number of groups that must be dealt with and the relative stability of the environment. Those departments with direct staff or operations staff are more powerful. Utilizing the best technology to improve collaboration can garner the most productivity and empower employees. According to [28], there can be no intergroup conflict without a degree of information as to performance information in the basis period and, ideally, a targeted performance in a future time period. A marketing department in the same company, focusing its goals on market considerations on the other hand, would typically have a short-term orientation. By simply increasing communication flow, group coordination should increase. As some degree of conflict occurs in all relationships involving people, these forces must be managed to achieve results properly aligned with the desired outcomes of the organization. Learn how your comment data is processed. This causes conflict as one group feels rushed while another feels that the other group is dragging its feet or delaying them. The production department, concerned with technical goals, would probably attempt to maintain a moderate time orientation in order to take advantage of the economies of scale associated with longer production runs. The above notion is supported by the Realistic Group Conflict Theory (RGCT), which states that perceived competition for limited resources can lead to hostility between groups. Except where otherwise noted, textbooks on this site This causes inequality at the negotiating table. One of the ways of recognising the central departments is their relationship to the organisational strategy (Shukla, 2004, p. 112). Intergroup conflicts can arise between groups at different levels in the organizational hierarchy (vertical conflict) or between groups at the same level (horizontal conflict). For example, the marketing department of an organization can come in conflict with the customer support department. This is because organizational conflicts improves team dynamics by increasing cohesiveness among members. As shown, intergroup behavior occurs when two groups intersect. Management should identify and make significant changes in the structural variables involving the conflicting groups such as changing jobs or rearranging reporting responsibilities among health care teams. Limited resources and reward structures can foster intergroup conflict by making the differences in group goals more apparent. Obviously, some coordination would be required. By making research easy to access, and puts the academic needs of the researchers before the business interests of publishers. The Pearson correlation findings by [21], indicated that whereas relationship conflict is negatively linked to performance, there is a positive correlation between task and process conflict and employees performance. A typical task force arrangement can be seen in Exhibit 9.14. Sub groups are formed with members from each group, who then discuss and work through each item. Innovation Management - Managing Innovation in Business, A Brief Introduction to Six Sigma Methodology. Integration Requirements. Task uncertainty, in turn, is influenced by two factors. are licensed under a, A Model of Organizational Behavior and Management, Individual and Cultural Factors in Employee Performance. Intergroup behavior is even specifically identified as follows; "Intergroup behavior occurs whenever individuals belonging to one group interact, collectively or individually, with another group or its members in terms of their reference group identification. Then the groups meet and share their lists. If you are the copyright owner of this paper and no longer wish to have your work published on IvyPanda. June 10, 2019. https://ivypanda.com/essays/intergroup-conflicts-in-organisations-research-paper/. The Robbers Cave Experiment was later used to support realistic conflict theory. A study by [3] identified inter-professional conflicts which is between Nurses and Doctors as one of the major and frequent hospital conflict which affects the quality of patient care. Ingredients of a productive confrontation include the following. Employing over 200,000 people from different countries and backgrounds, there are major challenges that IBM faces when managing its work teams on such a large global scale. Clearly define participants roles and authorities, Bring a collaborative attitude to the table, Address cultural differences and power imbalances, Build accountability and organizational commitment, Promote good communication and listening skills. Relationships between groups often reflect the opinions they hold of each others characteristics. Scarce resources may lead managers to commit unethical actions such as inflating the departmental budget in order to gain access to higher financial resources. Power however has certain aspects that enable the staff and departments to experience it horizontally. 1) Competition between groups for resources. The company focuses on three key actions: These key actions are clearly communicated by IBM and are demonstrated by leadership to help engage employees behind the methods. RGCT states that Interdepartmental or intergroup conflicts can be resolved when there is a performance situation that requires each group to depend on each other to achieve important goals equally valued by both groups where everyones help and cooperation is needed. When we analyze the challenge of managing intergroup behavior and performance, the key issue facing managers is the issue of coordination. Of those sampled respondents, a total of 74 returned their questionnaire, it is most likely that the two questionnaires were misplaced. Intergroup conflicts can affect performance by causing changes to occur, both within the group and individuals, members will usually overlook individual differences in an effort to unite against the other side. As an Amazon Associate we earn from qualifying purchases. In this way it helps to solve conflicts and equips staff in negotiation and decision making skills. Conflicts are also beneficial where intergroup conflict improves team dynamic within the group, by team increasing their cohesiveness and task-oriented when they face an external threat. Since 2008, IBM has increased its focus on becoming a globally integrated enterprise. Power is the ability of an individual to influence others or the decision making process in an organisation. Based on the average Standard deviation of 0.8858, the variance of responses was minimal. What challenges does IBM face due to the size and global reach of its employee base? Descriptive statistics were used to measure the central tendency and correlations were used to test the null hypothesis. Intergroup relations refers to interactions between individuals in different social groups, and to interactions taking place between the groups themselves collectively.It has long been a subject of research in social psychology, political psychology, and organizational behavior.. A low standard deviation implies that responses were closely related to the mean value while a high standard deviation implies that responses were highly deviating from the mean value. Jun 5, 2022 OpenStax. This is when valuable resources are perceived to be abundant, then groups cooperate and exist in harmony. We will write a custom Essay on Organizational Behavior: Conflicts and Negotiations specifically for you. Without meaningful input, this resolution method resembles avoidance or forcing and is not likely to succeed, further frustrating all involved. Interest. Intergroup conflict is one aspect of group conflict and is the conflict aroused in part by the efects of intergroup dynamics and ingroup outgroup forces . Grow locally and globally via a consistent methodology. There could also be differences in the information that different departments have causing conflict (Spoelstra & Pienaa, 1991, p. 191). It can be positive when it encourages creativity, new looks at old conditions, the clarification of points of view, improve quality of decisions by stimulating personality thinking and challenges individual to become better, and hence the growth of human capabilities to handle interpersonal differences. Boyatzis, R. (1982). Licensee IntechOpen. Ranging from theoretical contributions to empirical studies, the readings in this volume address the key issues of organizational identity, and show how these issues have developed through contributions from such diverse fields of study as sociology, psychology . Another strategy is in manipulating the agenda during meetings. The groups reconvene to discuss their reactions to what they have learned about themselves from what the other group has said identify issues that still need to be resolved between the two groups. As more people interact in the different groups, greater understanding results. They may arise because of differences in viewpoints or competition for scarce resources. The management may change the responsibilities or tasks of certain individuals. Linking Roles. "Intergroup Conflicts in Organisations." In addition, the Pearson correlation findings by [21] indicated that whereas relationship conflict is negatively linked to performance, there is a positive correlation between task and process conflict and employees performance. However, utilizing these combined efforts as well as resources can be a challenge for team-based organizations, due to structural and psychological barriers between groups that hinder effective intergroup relations [15]. This is because conflict is inherent in human interaction, appearing as a result of different systems of social values, differences in principles, culture, interests.

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