# data[].attributes.body
1. Conflict is inevitable in workplace settings, and conflicts can arise between co-workers, supervisors and subordinates or between employees and external stakeholders, such as customers, suppliers and regulatory agencies.
2. a) The Traditional View

Early approach assumed that all conflict was bad.

b) The Human Relations View

A natural occurence in all groups and organizations.

c) The Inter-actionist View

Encourages conflict on the grounds that a harmonius, peaceful, tranquil, and cooperative group is prone to becoming static and non-responsive to needs for change and innovation.

# data[].attributes.body
1. Conflict is inevitable in workplace settings, and conflicts can arise between co-workers, supervisors and subordinates or between employees and external stakeholders, such as customers, suppliers and regulatory agencies.
2. a) The Traditional View

Early approach assumed that all conflict was bad.

b) The Human Relations View

A natural occurence in all groups and organizations.

c) The Inter-actionist View

Encourages conflict on the grounds that a harmonius, peaceful, tranquil, and cooperative group is prone to becoming static and non-responsive to needs for change and innovation.

# data[].attributes.body
1. Conflict is inevitable in workplace settings, and conflicts can arise between co-workers, supervisors and subordinates or between employees and external stakeholders, such as customers, suppliers and regulatory agencies.
2. a) The Traditional View

Early approach assumed that all conflict was bad.

b) The Human Relations View

A natural occurence in all groups and organizations.

c) The Inter-actionist View

Encourages conflict on the grounds that a harmonius, peaceful, tranquil, and cooperative group is prone to becoming static and non-responsive to needs for change and innovation.

# data[].attributes.body
1. Conflict is inevitable in workplace settings, and conflicts can arise between co-workers, supervisors and subordinates or between employees and external stakeholders, such as customers, suppliers and regulatory agencies.
2. a) The Traditional View

Early approach assumed that all conflict was bad.

b) The Human Relations View

A natural occurence in all groups and organizations.

c) The Inter-actionist View

Encourages conflict on the grounds that a harmonius, peaceful, tranquil, and cooperative group is prone to becoming static and non-responsive to needs for change and innovation.

# data[].attributes.body
1) Workplace conflict
Includes any type of conflict which takes place within a workplace or among workers and/or managers, potentially including conflict between employees out of work hours. It is a broad concept that includes several types of conflict that are normally treated separately, including employment conflict and labor-management conflict. Beyond those two subtypes, however, workplace conflict may not involve the employer as a party; a workplace conflict may be between two or more employees.
2) a) The Traditional View

Early approach assumed that all conflict was bad.

b) The Human Relations View

A natural occurence in all groups and organizations.

c) The Inter-actionist View

Encourages conflict on the grounds that a harmonius, peaceful, tranquil, and cooperative group is prone to becoming static and non-responsive to needs for change and innovation.

# data[].attributes.body
Conflict is inevitable in workplace settings, and conflicts can arise between co-workers, supervisors and subordinates or between employees and external stakeholders, such as customers, suppliers and regulatory agencies.
2. a)

Early approach assumed that all conflict was bad.

b) The Human Relations View

A natural occurence in all groups and organizations.

c) The Inter-actionist View

Encourages conflict on the grounds that a harmonius, peaceful, tranquil, and cooperative group is prone to becoming static and non-responsive to needs for change and innovation.

# data[].attributes.body
1) Workplace conflict
Includes any type of conflict which takes place within a workplace or among workers and/or managers, potentially including conflict between employees out of work hours. It is a broad concept that includes several types of conflict that are normally treated separately, including employment conflict and labor-management conflict. Beyond those two subtypes, however, workplace conflict may not involve the employer as a party; a workplace conflict may be between two or more employees.
2)Transitions in Conflict Thought

Under traditional view conflict is a process in which

people disagree over significant issues, creating friction

between parties. One view of conflict is that it is

Traditional dysfunctional and harmful to organizations, because the

struggle over incompatible goals is a waste of time that

view prevents  people  and  organizations  from  being

productive and reaching their potential
Interactionist view
States that when conflict is

based on issues rather than personalities, it can enhance

problem solving and creativity. Open discussions of

differing viewpoints allows for a thorough consideration

of alternatives and their consequences in the course of

decision making. Conflict can also increase motivation

and energize people to focus on a task.
Human relation

view states that Conflict is a natural occurrence and we should accept conflict.

# data[].attributes.body
1) a process that begins when one party perceives that another party has negatively affected, or is about to negatively affects, somethings that the first party cares about.
2.) The tradisional view of conflict argues that it must be avoided, it indicates a malfunctioning with the group. The humans relationship view argues that conflict is a natural and inviteable outcome in any group and it need not be evil, but has the potential to be a positve force in determining group performe

# data[].attributes.body
1)A process that begins when one party perceives that another party has negatively affected, or is about to negatively affects, something that the first party cares about.

2)The traditional view of conflict argues  that it must be avoided, it indicates a malfunctioning with the group.
The human relations view argues that conflict is a natural and inviteable outcome in any group and that it need not be evil, but has the potential to be a positive force in determining group performance.

# data[].attributes.body
1)A process that begins when one party perceives that another party has negatively affected, or is about to negatively affects, something that the first party cares about.

2)The traditional view of conflict argues  that it must be avoided, it indicates a malfunctioning with the group.
The human relations view argues that conflict is a natural and inviteable outcome in any group and that it need not be evil, but has the potential to be a positive force in determining group performance.

# data[].attributes.body
1)Workplace conflict includes any type of conflict which takes place within a workplace or among workers and/or managers, potentially including conflict between employees out of work hours.
2)Transitions in Conflict Thought

Under traditional view conflict is a process in which

people disagree over significant issues, creating friction

between parties. One view of conflict is that it is

Traditional dysfunctional and harmful to organizations, because the

struggle over incompatible goals is a waste of time that

view prevents  people  and  organizations  from  being

productive and reaching their potential
interactionist view states that when conflict is

based on issues rather than personalities, it can enhance

problem solving and creativity. Open discussions of

differing viewpoints allows for a thorough consideration

of alternatives and their consequences in the course of

decision making. Conflict can also increase motivation

and energize people to focus on a task. Human relation

view states that Conflict is a natural occurrence and we should accept conflict

# data[].attributes.body
1)A process that begins when one party perceives that another party has negatively affected, or is about to negatively affects, something that the first party cares about.

2)The traditional view of conflict argues  that it must be avoided, it indicates a malfunctioning with the group.
The human relations view argues that conflict is a natural and inviteable outcome in any group and that it need not be evil, but has the potential to be a positive force in determining group performance.

# data[].attributes.body
1.Organizational conflict, or workplace conflict, is a state of discord caused by the actual or perceived opposition of needs, value and interests between people working together.
a) The Traditional View
Early approach assumed that all conflict was bad.
b) The Human Relations View
A natural occurence in all groups and organizations.
c) The Inter-actionist View
Encourages conflict on the grounds that a harmonius, peaceful, tranquil, and cooperative group is prone to becoming static and non-responsive to needs for change and innovation.

# data[].attributes.body
1. Organizational conflict, or workplace conflict, is a state of discord caused by the actual or perceived opposition of needs, value and interests between people working together.

2. a) The Traditional View

Early approach assumed that all conflict was bad.

b) The Human Relations View

A natural occurence in all groups and organizations.

c) The Inter-actionist View

Encourages conflict on the grounds that a harmonius, peaceful, tranquil, and cooperative group is prone to becoming static and non-responsive to needs for change and innovation.

# data[].attributes.body
1. Organizational conflict, or workplace conflict, is a state of discord caused by the actual or perceived opposition of needs, value and interests between people working together.

2. a) The Traditional View

Early approach assumed that all conflict was bad.

b) The Human Relations View

A natural occurence in all groups and organizations.

c) The Inter-actionist View

Encourages conflict on the grounds that a harmonius, peaceful, tranquil, and cooperative group is prone to becoming static and non-responsive to needs for change and innovation.

# data[].attributes.body
1)A process that begins when one party perceives that another party has negatively affected, or is about to negatively affects, something that the first party cares about.

2)The traditional view of conflict argues  that it must be avoided, it indicates a malfunctioning with the group.
The human relations view argues that conflict is a natural and inviteable outcome in any group and that it need not be evil, but has the potential to be a positive force in determining group performance.

# data[].attributes.body
1) Workplace conflict includes any type of conflict which takes place within a workplace or among workers and/or managers, potentially including conflict between employees out of work hours. It is a broad concept that includes several types of conflict that are normally treated separately, including employment conflict and labor-management conflict. Beyond those two subtypes, however, workplace conflict may not involve the employer as a party; a workplace conflict may be between two or more employees.

2)Transitions in Conflict Thought

Under traditional view conflict is a process in which

people disagree over significant issues, creating friction

between parties. One view of conflict is that it is

Traditional dysfunctional and harmful to organizations, because the

struggle over incompatible goals is a waste of time that

view prevents  people  and  organizations  from  being

productive and reaching their potential. On the other

hand, interactionist view states that when conflict is

Human

based on issues rather than personalities, it can enhance

Human Relations  Interactionist

problem solving and creativity. Open discussions of

differing viewpoints allows for a thorough consideration

of alternatives and their consequences in the course of

decision making. Conflict can also increase motivation

and energize people to focus on a task. Human relation

view states that Conflict is a natural occurrence and we should accept conflict

# data[].attributes.body
1. Organizational conflict, or workplace conflict, is a state of discord caused by the actual or perceived opposition of needs, value and interests between people working together.

2. a) The Traditional View

Early approach assumed that all conflict was bad.

b) The Human Relations View

A natural occurence in all groups and organizations.

c) The Inter-actionist View

Encourages conflict on the grounds that a harmonius, peaceful, tranquil, and cooperative group is prone to becoming static and non-responsive to needs for change and innovation.

# data[].attributes.body
1) Workplace conflict includes any type of conflict which takes place within a workplace or among workers and/or managers, potentially including conflict between employees out of work hours. It is a broad concept that includes several types of conflict that are normally treated separately, including employment conflict and labor-management conflict. Beyond those two subtypes, however, workplace conflict may not involve the employer as a party; a workplace conflict may be between two or more employees.

2)Transitions in Conflict Thought

Under traditional view conflict is a process in which

people disagree over significant issues, creating friction

between parties. One view of conflict is that it is

Traditional dysfunctional and harmful to organizations, because the

struggle over incompatible goals is a waste of time that

view prevents  people  and  organizations  from  being

productive and reaching their potential. On the other

hand, interactionist view states that when conflict is

Human

based on issues rather than personalities, it can enhance

Human Relations  Interactionist

problem solving and creativity. Open discussions of

differing viewpoints allows for a thorough consideration

of alternatives and their consequences in the course of

decision making. Conflict can also increase motivation

and energize people to focus on a task. Human relation

view states that Conflict is a natural occurrence and we should accept conflict

# data[].attributes.body
1) -include any type of conflict which take place within a workplace.
-type of conflict are normally treated separately.
-include employment conflict and labor-management conflict.
- may not involve the employer as a party, between two or more.

2)Traditional view a process in which people disagree over significant issues, creating friction between parties. One view of conflict is that it is

Traditional dysfunctional and harmful to organizations, because the

struggle over incompatible goals is a waste of time that

prevents  people  and  organizations  from  being

productive and reaching their potential. On the other

hand.
Interactionist view states that when conflict is

Human based on issues rather than personalities, it can enhance

Relations  Interactionist problem solving and creativity. Open discussions of differing viewpoints allows for a thorough consideration

of alternatives and their consequences in the course of

decision making. Conflict can also increase motivation

and energize people to focus on a task.
Human relation

view states that Conflict is a natural occurrence and we should accept conflict.

# data[].attributes.body
1) Workplace conflict includes any type of conflict which takes place within a workplace or among workers and/or managers, potentially including conflict between employees out of work hours. It is a broad concept that includes several types of conflict that are normally treated separately, including employment conflict and labor-management conflict. Beyond those two subtypes, however, workplace conflict may not involve the employer as a party; a workplace conflict may be between two or more employees.

2)Transitions in Conflict Thought

Under traditional view conflict is a process in which

people disagree over significant issues, creating friction

between parties. One view of conflict is that it is

Traditional dysfunctional and harmful to organizations, because the

struggle over incompatible goals is a waste of time that

view prevents  people  and  organizations  from  being

productive and reaching their potential. On the other

hand, interactionist view states that when conflict is

Human

based on issues rather than personalities, it can enhance

Human Relations  Interactionist

problem solving and creativity. Open discussions of

differing viewpoints allows for a thorough consideration

of alternatives and their consequences in the course of

decision making. Conflict can also increase motivation

and energize people to focus on a task. Human relation

view states that Conflict is a natural occurrence and we should accept conflict

# data[].attributes.body
1)A process that begins when one party perceives that another party has negatively affected, or is about to negatively affects, something that the first party cares about.

2)The traditional view of conflict argues  that it must be avoided, it indicates a malfunctioning with the group.
The human relations view argues that conflict is a natural and inviteable outcome in any group and that it need not be evil, but has the potential to be a positive force in determining group performance.

# data[].attributes.body
A condition when a worker or employees has a conflict or problems with the manager

# data[].attributes.headline
Khairunisa amira1.Workplace conflict includes any type of conflict which takes place within a workplace or among workers and/or managers, potentially including conflict between employees out of work hours.2.

# data[].attributes.subject
Khairunisa amira1.Workplace conflict includes any type of conflict which takes place within a workplace or among workers and/or managers, potentially including conflict between employees out of work hours.2.

# data[].attributes.body
1.Workplace conflict
Workplace conflict includes any type of conflict which takes place within a workplace or among workers and/or managers, potentially including conflict between employees out of work hours. It is a broad concept that includes several types of conflict that are normally treated separately, including employment conflict and labor-management conflict. Beyond those two subtypes, however, workplace conflict may not involve the employer as a party; a workplace conflict may be between two or more employees.
2.A.Traditional view
→Was synonymous with such terms that reinforced it's negative connotations.
→Resulting from poor communication ,a lack of openness and trust between people,and the failure of manager to be responsive to their employees .
B.Human Relation view
→Cannot be eliminated and may even contribute to group performance.
C.Inter-action view
Encourage conflict on the grounds that a
→harmonious,peaceful,tranquil,and cooperative group is prone to becoming static and non -responsive to needs for change and innovation

# data[].attributes.body
A process that begins when one party perceives that another party has negatively affected.

# data[].attributes.body
1) Workplace conflict includes any type of conflict which takes place within a workplace or among workers and/or managers, potentially including conflict between employees out of work hours. It is a broad concept that includes several types of conflict that are normally treated separately, including employment conflict and labor-management conflict. Beyond those two subtypes, however, workplace conflict may not involve the employer as a party; a workplace conflict may be between two or more employees.

2)Transitions in Conflict Thought

Under traditional view conflict is a process in which

people disagree over significant issues, creating friction

between parties. One view of conflict is that it is

Traditional dysfunctional and harmful to organizations, because the

struggle over incompatible goals is a waste of time that

view prevents  people  and  organizations  from  being

productive and reaching their potential
interactionist view states that when conflict is

based on issues rather than personalities, it can enhance

problem solving and creativity. Open discussions of

differing viewpoints allows for a thorough consideration

of alternatives and their consequences in the course of

decision making. Conflict can also increase motivation

and energize people to focus on a task. Human relation

view states that Conflict is a natural occurrence and we should accept conflict

# data[].attributes.body
A process that begins when one party perceives that another party has negatively affected, or is about to negatively affects, something that the first party cares about.

2.The traditional view of conflict argues  that it must be avoided, it indicates a malfunctioning with the group.
The human relations view argues that conflict is a natural and inviteable outcome in any group and that it need not be evil, but has the potential to be a positive force in determining group performance.

The inter-actionist approach proposes tht conflict can be a positive force in a group that some conflict is absolutely necessary for a group to perform effectively.

# data[].attributes.body
1. A process that begins when one party perceives that another party has negatively affected, or is about to negatively affects, something that the frist party cares about to negatively affects , something that the fristparty cares about.

2. The tranditional view of confilct argues that it must be avoided , it indicates a malfunctioning with th group.The human relation view argues that confilct is a natural and inevitable outcome in anygroup and that it need not be evil, but has the potential to be a positive force in the determining group performance. The inter-actionist approach proposes that conflict can be a positive force in a group but explicitly argues that some conflict is absolutely necessary for a group to perform effectively.

# data[].attributes.body
1.Workplace conflict includes any type of conflict which takes place within a workplace or among workers and/or managers, potentially including conflict between employees out of work hours.
2.The traditional view of conflict argues  that it must be avoided, it indicates a malfunctioning with the group.
The human relations view argues that conflict is a natural and inviteable outcome in any group and that it need not be evil, but has the potential to be a positive force in determining group performance.
The inter-actionist approach proposes tht conflict can be a positive force in a group that some conflict is absolutely necessary for a group to perform effectively. Whether a conflict is good or bad depends on the type of conflict.

# data[].attributes.body
1. DEFINE CONFLICT IN THE WORKPLACE
Conflict in the workplace is inevitable in workplace settings, and conflict can arise between co-workers, supervisors and subordinates or between employees and external stakeholders, such as customers, suppliers and regulatory agencies. Conflict can be helpful in making necessary changes within the home or work environment. However, unresolved conflict can result in feelings of dissatisfaction, unhappiness, hopelessness, depression, and other emotions.
2. DISTINGUISH BETWEEN THE TRANSITION OF CONFLICT THOUGHT
A. The traditional view of conflict argues that it must be avoided and it indicates a malfunctioning with the group.
B. The human relations view argues that conflict is natural and inevitable outcome in any group and that it need not be evil but has the potential to be a positive force in determining group performance.
C. The inter-actionist approach proposes that conflict can be positive force in a group but explicitly argues that some conflict is absolutely necessary for a group to perform effectively.

# data[].attributes.body
A process that begins when one party perceives that another party has negatively affected or is about to negatively affects something that the first party cares about

# data[].attributes.body
1. Definition: Workplace conflictincludes any type of conflictwhich takes place within a workplace or among workers and/or managers, potentially including conflict between employees out of work hours.

2. The traditional View:

# data[].attributes.body
1.A process that begins when one party perceives that another party has negatively affected, or is about to negatively affects, something that the first party cares about.

2.The traditional view of conflict argues  that it must be avoided, it indicates a malfunctioning with the group.
The human relations view argues that conflict is a natural and inviteable outcome in any group and that it need not be evil, but has the potential to be a positive force in determining group performance.
The inter-actionist approach proposes tht conflict can be a positive force in a group that some conflict is absolutely necessary for a group to perform effectively.

# data[].attributes.body
- A process that begins when one party perceives that another party has negatively affected, or is about to negatively affects, something that the first party cares about.
-The traditional view of conflict argues that it must be avoided, it indicates a malfunctioning with the group.
The human relations view argues that conflict is a natural and inviteable outcome in any group and that it need not be evil, but has the potential to be a positive force in determining group performance.
The inter-actionist approach proposes tht conflict can be a positive force in a group that some conflict is absolutely necessary for a group to perform effectively.

# data[].attributes.body
1) Organizational conflict, or workplace conflict, is a state of discord caused by the actual or perceived opposition of needs, value and interests between people working together.

2) a) The Traditional View

Early approach assumed that all conflict was bad.

b) The Human Relations View

A natural occurence in all groups and organizations.

c) The Inter-actionist View

Encourages conflict on the grounds that a harmonius, peaceful, tranquil, and cooperative group is prone to becoming static and non-responsive to needs for change and innovation.

# data[].attributes.body
1) Workplace conflictincludes any type of conflictwhich takes place within a workplace or among workers and/or managers, potentially including conflict between employees out of work hours.

# data[].attributes.body
1)Workplace conflictincludes any type of conflict which takes place within a workplace or among workers and/or managers, potentially including conflict between employees out of work hours.

2) The tranditional view of confilct argues that it must be avoided , it indicates a malfunctioning with th group.The human relation view argues that confilct is a natural and inevitable outcome in anygroup and that it need not be evil, but has the potential to be a positive force in the determining group performance.The inter-actionist approach proposes that conflict can be a positive force in a group but explicitly argues that some conflict is absolutely necessary for a group to perform effectively.

# data[].attributes.body
1.Workplace conflict includes any type of conflict which takes place within a workplace or among workers and/or managers, potentially includingconflict between employees out ofwork hours.

2.the traditional view of conflict argues that is must be avoided it indicates a malfunctioning with the group.the human relations view argues that conflictis is a natural and inevitable outcome in any group and that it need not be evil .but has the potential to be a positive force in determining group performance.the inter-actionist approach proposes that conflict can be a positive force in a group but explicitly argues that some conflict is absolutely necessary for a group to perform effectively.

# data[].attributes.body
1.workplace condlict includes any types of conflict which takes place within a workplace or among workers or manager potentially including conflict between employees out of work hours
2. The traditional view of conflict agrues that it must be avoided, it indicates a malfunctioning with the group.
The human relations viee argues that conflict is a natural and inviteable outcome in any group and that it need not be evil, but has the potential to be a positive force in determining group performance.
The inter-actionist approach proposes tht conflict can be a positive force in a group that some conflict is absolutely necessary for a group to perform effectively.