Page 49 - eBOOK ORGANISATIONAL BEHAVIOUR FULL REPORT (eISBN)

6.4 Transition in Conflict Thought

Attitude towards the conflict in organizations has changed considerably in the last few

decades. There are 3 different views on organizational conflicts.

a) The Traditional View of Conflict

● It was first developed in the late 1930s and early 1940s, with the most linear

and simple approach towards conflict. According to the traditional view, any
conflict in an organization is outright bad, negative and harmful.

● The traditional view on organizational conflict identifies poor communication,
disagreement, lack of openness and trust among individuals and the failure of

managers to be responsive to their employees’ needs as the main causes and

reasons of organizational conflict.
● The traditional view is the early approach to conflict which assumed that all

conflict was bad and to be avoided.

b) The Human Relation View

● From the late 1940s to the mid-70s, the view on conflict has changed and the

human relations view presented a significantly different perspective that

teaches us to accept conflict.

● It was believed that conflicts within groups may even lead to better group
performance and outcome, and may be beneficial for the individuals, groups

and the organization in general.

● The human relations view of conflict treats conflict as a natural and inevitable
phenomenon.

c) The Interactionist View

● According to the interactionist views, conflict is considered as an important

part and beneficial.

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