About the book
Conflict is understood differently by different parties. Conflict is not always negative as the traditional view of conflict shows it. The traditional view on conflict shows that conflict is something bad and should never take place, it is harmful and should be avoided. It is related to the terms of violence destruction and irrationality. It is seen as a dysfunction resulting from poor communication, lack of openness, and trust between the persons in conflict. The Human Relations perspective on conflict shows that conflict is normal when two or more parties interact. It is a natural occurrence and it is inevitable. The Human Relations view encourages the acceptance of conflict. The Interventionist view on conflict shows that conflict can be positive because it puts people to competition and this can be positive in organizational settings but up to a certain point where if it escalates, conflict becomes very bad. This view separates functional conflict from dysfunctional and shows that if there is no conflict, people tend to be apathetic, static, nonresponsive to the changes, needs, and improvements in an organizational setting.
This book will look at conflict in organizations, its causes, its models, and separates between the functional and dysfunctional types of conflicts and the way to deal with them. This book will show the causes behind a conflict the triggering events behind, the tensions it creates, and the expression of conflict and how all this will have an impact on the organization's performance and the people working in it.
It will also show the emotions affected by conflict and the consequences of the organization's emotional norms and individual family norms.