Caso Practico

CONFLICT
What´s a conflict?
It happens on the job, between groups in our society, within families, and right in the middle of our most personal relationships. Conflict is ever present and both fascinating and maddening. The challenges of dealing with differences have rarely been greater.
When a person arises in the morning at home and greets family or roommates, conflict potential abounds.  Ineducational contexts, differences occur about goals, procedures, or activities. As customers, our hopes and desires sometimes diverge from the stated policies of the stores we visit. As employees, daily work with clients, customers, co-workers, or bosses can be a struggle.
While scholars study conflict management in a variety of contexts (intimacy, work, education, romance, mixed and same sexfriendship, intercultural, organizational, war and peace), the basic elements or variables of conflict remain stable across contexts
ORGANIZATIONAL CONFLICTS
Organizational conflict is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations. There is the inevitable clash betweenformal authority and power and those individuals and groups affected. There are disputes over how revenues should be divided, how the work should be done, and how long and hard people should work. There are jurisdictional disagreements among individuals, departments, and between unions and management. There are subtler forms of conflict involving rivalries, jealousies, personality clashes, roledefinitions, and struggles for power and favor. There is also conflict within individuals — between competing needs and demands — to which individuals respond in different ways.
Conflict sometimes has a destructive effect on the individuals and groups involved. At other times, however, conflict can increase the capacity of those affected to deal with problems, and therefore it can be used as amotivating force toward innovation and change. Conflict is encountered in two general forms. Personal conflict refers to an individual's inner workings and personality problems.
Many difficulties in this area are beyond the scope of management and more in the province of a professional counselor, but there are some aspects of personal conflict that managers should understand and some they can possiblyhelp remedy. Social conflict refers to interpersonal, intragroup, and intergroup differences.
It was pointed out that there is a basic incompatibility between the authority and structure of formal organizations and the human personality. Human behavior cannot be separated from the culture that surrounds it.

People don't stop being people at work. Conflict unfortunately is inevitable. Butorganizational conflict theory says there are several varieties of conflicts within an organization--inter-personal being only one type. Departments have conflicts with one another, senior managements have power struggles and organizations even have conflict with other organizations. But there isn't consensus on what it all means. Some theorists say conflict must be resolved, others say that it drivessuccess.
Interpersonal Conflicts
Some people don't mix--plain and simple. Perhaps outside work they would choose not to socialize or interact. Perhaps if they weren't forced to deal with one another, they could have friendly, polite conversation as acquaintances. But when forced to work together to achieve goals or to share workspace on a consistent basis, friction may arise. In these situations,managers must take on the roles of mediator and counselor to diffuse the situation and find resolution, or make a difficult choice to transfer or remove someone based on inability to function in a team.
Role Conflict
Some conflicts between employees have nothing to do with personalities, but are caused by circumstances related to their roles and duties. For example, a hospital administrator...