Conflict over Leadership Change in an Organization: A Study

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The conflict situation that I choose is conflict over leadership change in an organization where the employees may feel that their interests are being opposed or negatively effected by another party.
The conflict in this sense denotes a change that is different to the old and where previously the employees and people of the organization were used to one style, they now had to face another. Paradoxically, as Callister & Wall (1997) point out, conflict is not totally negative. Some even welcome it as a change of direction and spurring of energy to learn new things.
Conflict can also be seen as a situation where one party feels that his or her autonomy and independence is threatened by another individual. It is quite conceivable that a change of new managerial direction would threaten employee's sense of autonomy since they are used to the leadership of the previous leader and still have to become accustomed to the change of leadership of the new. In all cases, though, 'conflict' is defined as an interpersonal situation. The two main voices on conflict define it in slightly different ways. Thomas' (1992) sees it as one party feeling threatened by another's decisions, words, or behavior, and decides to take action to subdue his anxious response. The other feels threatened by that action and reacts in kind. Conflict, hence, is created. Walton(1969) , on the other hand, perceives conflict as a situation where certain behavior on the part of one party leads to expressed
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