RAINBOW WORKFORCE: WHAT IS CONFLICT

Initially, conflict may be defined as a constant struggle or contest between people with opposing needs, ideas, beliefs, values, attitudes and goals. Conflict in workforce is inevitable as well as essential for multifaceted development and approach to various business causes. However, the results of conflict are not predetermined and in no condition can be pre-estimated. It is probable that the conflict might escalate and lead to nonproductive results, or for varied purposes, conflict can be beneficially resolved and lead to quality products. As Abraham’s has attempted to define that there are two important aspects of conflict. At minimal, there are at least two interdependent people involved in a conflict, and second, a conflict involves issues of different causes.

In a study, Augsburger (1992) described conflict as a competition for similar goals, rights and resources; he further added that “conflict is universal, cultural and individual.” This reminder of the personal, or individual, dimension of conflict was particularly relevant to this project. It is important to know the person, as well as the cultural context.” In a study Mayer (2000) educated that conflict may be seen as a feeling or as inconsistent views of the world. Dana (2001) attempted to accurately define conflict especially the work place conflicts informing that it involves people whose responsibilities are interdependent, who are angry, who believe the other person is to be blamed for the conflict, and whose actions are causing problems in the work place. Further, taking this concern to better understanding Haar and Krahe (1999) pointed out that “Apart from cultural background, gender is another variable that has been shown to influence the management of interpersonal conflict.” In the opinion of Horowitz and Boardman (1994), the multi-cultural workforce may point out new factors of a conflict like some people may consider relationship-oriented goals and other people may strive for more task-oriented goals. However, Rubin’s (1994) study proves the truth that “Ultimately, people have to take responsibility for addressing their own conflicts.” In the process of understanding conflict in-depth it is significant to know the potent sources of conflict. Successful globalization