Conflict in organization
As an entrepreneur or business owner, it is inevitable not to get involved in conflict especially when the activities involve more than two parties. Conflict‟ is defined as incongruence in the natural outcome of human interactions due to differences in goals, attitudes, values or beliefs between inv...
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| Main Authors: | , , , , , , , , , |
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| Format: | Monograph |
| Language: | en |
| Published: |
Universiti Teknologi MARA, Terengganu
2025
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| Subjects: | |
| Online Access: | https://ir.uitm.edu.my/id/eprint/123738/1/123738.pdf https://ir.uitm.edu.my/id/eprint/123738/ |
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| Summary: | As an entrepreneur or business owner, it is inevitable not to get involved in conflict especially when the activities involve more than two parties. Conflict‟ is defined as incongruence in the natural outcome of human interactions due to differences in goals, attitudes, values or beliefs between involved parties (Rahim, 2000). Conflicts often result from perceived inequity. In social and business interactions, individuals seek a “fair-deal” for both parties. If one party (the customer) feels she/he has not received a fair deal or, in equity theory terms, her/his input-output ratio to be inferior to those of other social actors (Anderson and Patterson 2008), a conflict can arise. Conflict, thus, stems typically from a perceived inequity or absence of distributive, procedural justice or interactional justice (Jehn 1995). |
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