Reward systems of most organizations encourage employees to compete with each other. Competition may be either open or closed. Unfortunately improper reward systems or reorganization systems for employees create some conflict. Organization conflict is a situation of closed or win-lose competition, in which parties try to keep each other from attaining their goals. There are mainly three levels of organizational conflict. It may exist between individuals, or between individuals and groups, or groups in same organization.
Every inter-group conflict passes through five stages. They are (1) Latent conflict, (2) perceived conflict, (3) felt conflict, (4) manifest conflict (5) conflict aftermath.
Latent conflict: - This is the first stage in which only potential opposition exists between parties. This means all causes of conflict lying hidden.
Perceived conflict: - In this stage, parties become aware of this conflict, and they begin perceiving the conflict.
Felt conflict: - In this stage, parties becomes emotionally involved in the conflict, and feeling the conflict.
Manifest conflict: - In this stage, parties begin to give expression in their hostile behavior. Some expressions of hostile behaviors are lack of coordination, decreased interaction, and break down in work flow etc.
Conflict aftermath: - Conflict is not discrete situations, with a clear beginning and end.
If the conflict is genuinely resolved to the sanctions of all parties, the basis for a more cooperative relationship may be laid.
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