A well-functioning organization is built upon the collaboration and cooperation of its various teams and individuals. Through effective teamwork, organizations are able to reach their goals and thrive. The diverse perspectives, views and backgrounds of individuals within an organization can bring both positive and negative effects. While these differences can sometimes lead to conflicts between employees or between employees and top management.
Conflicts within an organization often arise when employees or groups hold differing opinions, values, and goals, or are faced with limited resources. While not all conflicts are negative, they can be classified as either functional or dysfunctional based on their impact on individuals and the organization as a whole.
Let’s learn about functional and dysfunctional conflicts in the workplace and see how they differ from each other.
Functional Conflict
Functional conflicts are those that occur within an organization and have a positive, healthy impact. These conflicts can lead to learning and growth opportunities, help individuals develop new ideas, and have a positive effect on the overall functioning of the organization. Functional conflicts can help organizations reach their goals in a better way. That’s why top management promotes functional conflicts because they see them as a positive thing for the organization’s growth.
Functional conflict promotes the development of new ideas and strengthens relationships between those involved. It fosters a competitive environment where individuals are motivated to work together towards a shared goal, resulting in improved teamwork and collaboration.
Examples of productive (functional) workplace conflicts:
- An open exchange of ideas and opinions regarding a new project proposal.
- Collaborative efforts to distribute limited resources fairly among departments.
- Creative problem-solving sessions aimed at generating innovative ideas and solutions.
Dysfunction Conflict
In contrast to functional conflicts, dysfunctional conflicts are negative, harmful and unhealthy for the organization. These conflicts create a toxic environment that drains energy from individuals, hinders personal and organizational growth, and has no positive impact. Top management strives to resolve these conflicts as they understand the negative effects they bring.
On the other hand, people involved in dysfunctional conflict undermine organizational goals and prioritize their own needs and egos above the organization. This type of conflict also harms relationships between individuals and fosters a sense of resentment.
Examples of harmful (dysfunctional) workplace conflicts:
- Insulting or belittling remarks directed towards a coworker.
- Interference with a coworker’s tasks and responsibilities.
- Refusal to communicate effectively or collaborate with team members.
Conclusion
It is crucial for organizations to understand the difference between functional and dysfunctional conflict in the workplace. By fostering a work environment that encourages productive and beneficial conflict, while also implementing measures to prevent negative and destructive conflict, organizations can establish a harmonious and goal-oriented atmosphere.
