Can conflict be managed to promote organizational performance, if so how?
What will be an ideal response?
Yes, there does seem to be a relationship between the level of intergroup conflict and organizational performance. When too high, disruption, interference with activities, coordination difficulties, and even chaos may result. When too low, few changes, little stimulation of ideas, apathy, stagnation, and slow adaptation to environmental changes occurs. At an optimal level, conflict (functional conflict) motivates positive movement toward goals, innovation, and change, search for problem solutions, creativity, and quick adaptation to environmental changes. Through observation and management of conflict, organizations can encourage functional conflict and eliminate dysfunctional conflict, thereby moving toward optimum performance.
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