If we look at the impact of conflict on the organization, we might imagine that at
the low end of the scale, low conflict, this is an area where conflict is avoided.
Over time, this can have a significant negative impact on the organization as
frustrations build up.
As the ability to address that conflict are not taken care of, and
this certainly would result in low efficiency in the organization.
At the high end of the conflict scale, here the high emotional level and
intensity of those emotions is going to result in what I call
organizational churn, turmoil in the organization.
And at this point,
again, the effectiveness of the organization drops off very low.
So we see at both ends of the scale, organizational effectiveness is low.
So somewhere in between, there must be an optimum.
Where is that level of conflict that allows you to get the work done and
yet prevents damage to relationships rr damage to getting
the work done that needs to be done?