What is inter-organizational conflict?

The types of organizational conflict vary from one organization to another. Some of the most common types of conflicts are individual conflict, interpersonal, intra-group, inter-organizational and intergroup (Lewicki, Weiss and Lewin, 1992). By perceiving how the above conflict types vary managers can effectively deal with conflict.

Conflict that is developed between organizations is named as Inter-organizational conflict. Inter-organizational conflict usually when there is high level of competition between two firms.  Mergers, takeovers and acquisitions may also result in Inter-organizational conflict (Likert  and Likert  1976).

The opposite attitudes and values of two different organizations can lead to high level of inter-organizational conflict. Besides, it develops when situations in which managers in one organization feel that other organization is not behaving ethically and is frightening the well being of stakeholder groups.  The pricing strategies formulated by enterprises may also cause inter organizational conflicts. A majority of inter organizational conflicts result in the productivity of an organization rather than deterioration in performance.  Some level of inter-organizational conflict is essential for organizations to compete in the market.

Inter-organizational conflict must be handled in a positive way in order to make it beneficial to the organization (Gross and Guerrero, 2000). Organizations must avoid adopting unethical practices to resolve such a conflict. Inter-organizational conflict can be resolved only in few situations. However, due to varied culture, structure and policies existing in different organizations, Inter-organizational conflicts remain unresolved most of the times.

References

  1. Likert and Likert (1976), New ways of managing conflict, Tata McGraw-Hill, New York
  2. Lewicki R J, Weiss S. and Lewin D (1992), “Models of conflict, negotiation and third party intervention,” Journal of Organizational Behavior, USA
  3. Gross M A and Guerrero L K (2000), “Managing conflict appropriately and effectively: an application of the competence model to organizational conflict styles,” International Journal of Conflict Management, London
  1. if provide the matter in points and examples it would be best

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