Functional conflicts and dysfunctional conflicts are the two dimensions or the outcomes of the conflicts. Functional conflict has positive effects on the conflicts whereas dysfunctional conflict has negative effects. Both can be discussed with the help of following points:
1. Functional Conflict: Positive Effects
Functional conflict is also known as constructive conflict. Such conflict will have positive effects on individuals, groups and organizations. Such conflict is useful in order to solve problems related to individuals and groups. Functional conflict is important for effective performance due to the following reasons:
- It ventilates tension from the organization.
- It increases individual's efforts at work.
- It helps thinking analytically.
- It provides foundation for organizational change and development.
- It provides an individual a chance to think again, undertake self introspection and have a second look at the existing things, like procedures, policies, equipment, behaviors etc.
- It leads to innovation and at times to new direction. It is, therefore, even necessary for the survival and growth organizations.
- It helps to seek classification and generate search behavior.
- When conflict is developed, attention is immediately drawn to the malfunctioning parts of a system. It is an indication that the situation calls for improvement. Conflict is, therefore, an essential portion of a cybernetic system.
- At times, it is also used as a means to certain ends and to create confusion or set subordinates against each other in order to maintain the interested parties own position. It may not be a positive outcome in the strict sense of the term from the organizational point of view, but it is certainly a management strategy toward of problems temporarily. It may be viewed as an unavoidable cost of the pursuit of one's aspirations.
- Long standing problems, which continue to agitate people's mind in surface, they are able to release their tensions and unburden themselves. They display creativity in identifying solutions and dealing with problems.
- It serves as a cementing force in a group and incredible unity is witnessed even in a heterogeneous group at times of tension.
- It energizes people, leads to mild stimulation and one is at one's best in times of crisis. It helps them test their capacities.
2. Dysfunctional Conflict: Negative Effects
Dysfunctional conflict is also known as destructive conflict. Many times conflict may be detrimental and disastrous. Such conflict has negative effect on individuals, groups and the organizational levels. The effects might be diverting energies, hurting group cohesion, promoting interpersonal hostilities and creating negative working environment. Due to the dysfunctional conflict and its negative effects, employees become dissatisfied with the working environment and as a result, absenteeism will increase and productivity will decline. A few dysfunctional effects of rising conflict include:
- Increasing conflict will result in delays in meeting schedules, decrease in the quality of goods and services and finally will increase customer complaints.
- It is undesirable if it creates a climate of distrust and suspicion among people, if some people feel are defeated and demanded and it develops antagonism instead of spirit of cooperation.
- In the absence of smooth communication at the workplace, there will be problems in coordinating activities.
- With the increasing conflict in the organization, people start to divert themselves from the real work schedule and keep less interest and show less energy, and this will ultimately affect the achievement of organizational goals.
- The increasing negative emotions at the workplace can be quite stressful.
- When conflict does not lead to solution of a problem, it is unproductive and investment of time and effort goes waste.
- As a consequence of conflict, there may be intensification of internalization of sub-unit goals which may result in the neglect of overall organizational goals.
- It is seriously harmful if it distracts attention from basic organizational objectives and makes people work for their defeat.
- When management loses objectivity and treats disagreement as equivalent to disloyalty and rebellion, an opportunity for creativity should be deemed to have been lost. It may even pour oil over troubled waters, exploit differences to strengthen itself and weakens others, and accept resolutions capable of different interpretation.
Assertive Behavior
Assertive behavior is the behavior which enables person to act in his own best interest, to stand up for himself without undue anxiety, to express his honest feeling comfortably, or to exercise his own rights without denying the rights of others. In other words assertiveness is the expression of one's feelings, beliefs, opinions and needs in a direst, honest and appropriate manner. Such assertive behavior will reflect a high regard for one's own personal rights as well as the rights of others. With a high level of assertive behavior, they will have the highest win-lose orientation. They believe in competition and authoritative command.
Assertive behavior includes:
- Being open in expressing wishes, thoughts and feelings and encouraging others to do likewise.
- Listening to the views of other and responding appropriately, whether in agreement with those views or not.
- Accepting responsibilities and being able to delegate to others.
- Regularly expressing appreciation of others for what they have done or are doing.
- Being able to admit to mistakes and apologize.
- Maintaining self-control.
- Behaving as an equal to others.
There are both positive and negative aspect of assertive behavior.
1. Positive Assertive Behavior
Positive assertive behaviors lead to win-lose strategies in which conflict can be minimized. Positive assertive behavior of a person includes:
- Empathies with others.
- Can request other people to change behavior without any fear.
- Feels confident, gains self-respect and values other people.
- Expresses himself or herself directly and honestly.
- When the situation becomes intolerable, expresses emotional reactions and feelings.
- Offers problem solving opportunities and indicates the consequences.
2. Negative Assertive Behavior
Negative assertive behaviors fail to address the root causes of the conflict and tend to suppress the desires of conflicting parties. Negative assertive behavior of a person includes:
- Refuses requests of someone else without having uncomfortable feelings.
- Fights to dominate in win-lose competition (may humiliate other people sometimes)
- Works against the wishes of the other party. Forces things to a favorable conclusion through the exercise of authority.
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