A Study of Conflict Management Styles Among Non Academicians in B-Schools * Rakshita Puranik ** Swati Parashar
* Senior Lecturer, CH Institute of Management & Commerce, Indore ** Lecturer, CH Institute of Management & Commerce, Indore ABSTRACT In today competitive scenario every employee wants a healthy working atmosphere in the organisation. Conflict exists throughout environments of all kinds. In the workplace, no matter how much you attempt to avoid it, if you work with people the chances are that you will have to deal with conflict at some point. To create a better working environment Conflict management has received increasing attention, as there is a shift in attitude towards conflict in the organizations during the last two decades. This paper is an attempt to know the conflict management style among non academician is B-schools. The study is exploratory in nature and the sample consisted of 100 non-teaching staff members of B-schools in Indore. For collection of data opening survey of organizational conflict develop by Udai Pareek is used. Item total correlation and factor analysis are used for identification and the factor emerged are some as same Pareek identified. The study can be further utilized by academicians and researchers. INTRODUCTION “Conflict” is inevitable when there is a human factor. Conflict management has received increasing attention in the organizational literature during the last two decades because of a shift in attitudes toward conflict in organizations. The traditional view of conflict as something harmful has changed to a view that sees conflict as a reality of organizational life. Conflict exists throughout environments of all kinds. In the workplace, no matter how much you attempt to avoid it, if you work with people the chances are you will have to deal with conflict at some point. People coming from different viewpoints and experiences, and having different perceptions, are not going to agree all the time. Conflict in the workplace just seems to be a fact of life. The fact that conflict exists, however, is not necessarily a bad thing: As long as it is resolved effectively, it can lead to personal and professional growth. In many cases, effective conflict resolution skills can make the difference between positive and negative outcomes. However, if conflict is not handled effectively, the results can be damaging. Conflicting goals can quickly turn into personal dislike. Teamwork breaks down. Talent is wasted as people disengage from their work. Although dealing with conflict is a natural part of the daily activity of any workplace, when people with
different cultural orientations are interacting, complications and misunderstandings beyond the usual tensions may arise. These misunderstandings are due to differing needs, conflict management styles, assumptions and expectations, and stress related to today's fast paced business environment (Leung & Tjosvold, 1998; Ting-Toomey, 1988). Conflict is not in itself a bad thing. There are many reasons why it is a necessary part of the growth and development of individuals, families, communities and societies. Conflict can help build community, define and balance people’s needs as individuals with certain needs and as participants in larger systems, and help them face and address in a clear and conscious way the many difficult choices that life brings them. Many benefits such as increasing of work time, ability to control one’s behaviour in conflict situations, enhancing of interpersonal communication skills, reduction of suspensions, improving of school climate, prevention of violence, reduction of detentions and improving the ability to respect different perspectives are achieved as a result of conflict management programs (Ohio Commission on Dispute Resolution and Conflict Management). Channelling it in a positive or negative way may
affect the nature of the conflict whether beneficial or destructive. It is for this...