Conflict theory is a social theory that suggests society is in a state of perpetual and inevitable conflict due to the competition over resources and power. It was first introduced by Karl Marx in the 19th century and has since been utilized by many other sociologists and philosophers, as it provides an interesting perspective on the complex and ever-changing social landscape. The purpose of this blog post is to explore the concept of conflict theory, analyze an example of it in action, and discuss the implications it has in today’s society.
Conflict theory posits that power is not evenly distributed and is instead held by a small portion of the population. This results in a struggle for power and the ability to influence society in a way that benefits the powerful. Those who hold most of the power are able to exploit the less powerful, as well as shape the rules, norms, and structures of society to their own advantage. This imbalance of power creates a system of competition, with those at the
Conflict theory in the workplace
Marx envisioned conflict theory as a way to explain people’s behavior in society at large, but the concepts apply to the workplace as well. CEOs, leaders, supervisors, and managers—those who have traditionally held positions of authority—often have the most power and access to resources. Depending on how the leaders allocate the resources, they have control over things like wages and vacation time, which can encourage their workers to work productively.
What is conflict theory?
Karl Marx first proposed the conflict theory, which holds that society as a whole is constantly at war because of a lack of resources. Marx believed that the existing social order only functions because those in positions of power can use their resources to keep those with limited resources from doing as they please. Conflict theory basically examines how relationships, goal-setting, and decision-making are affected by power.
Examples of conflict theory in the workplace
Organizational conflict theory is a branch of conflict theory that is most relevant to the workplace. This particular section of conflict theory provides illustrations of conflict theory in action within organizations to assist managers and staff in better understanding how to handle conflicts and power disparities. Here are some basic parts of organizational conflict theory:
Interpersonal conflict
When two people with wildly divergent personalities find it difficult to communicate and cooperate, interpersonal conflict results. It doesn’t matter if there is a traditional power or resource imbalance because interpersonal conflict can happen at any level of an organization and between any employees. Instead, disagreements over how to use resources or shared power typically lead to interpersonal conflict.
Role conflict
When two members of an organization have roles that are directly at odds with one another, role conflict results. A customer service representative might believe that a dissatisfied customer is entitled to a refund after their product malfunctioned, but the sales team might believe that the customer should be required to buy a new product because the malfunctioning original was not covered by a warranty. Conflict between the sales team and the customer service representative may result from these divergent objectives.
Maturity conflict
When a worker feels they aren’t given enough resources, opportunities, or challenges to continue growing within their company or organization, maturity conflict results. In contrast to most other workplace conflicts, maturity conflicts almost always involve one person and one institution rather than two or more individuals.
Intergroup conflict
When two groups of people are attempting to achieve opposing goals or when there is social conflict within their groups, intergroup conflict arises. There may or may not be a clear power imbalance in this type of conflict, which is similar to interpersonal conflict in that, more often than not, the two groups disagree on how to use resources or accomplish a particular organizational goal.
Ideological conflict
When two people hold radically dissimilar values or worldviews, ideological conflict may result. Although many professionals make an effort to avoid discussing social values, politics, or religion at work, because so many people enjoy discussing their personal beliefs with others, it is possible for ideological conflict to develop. If the conflict is particularly intense, it may have an adverse effect on one or both parties’ ability to perform at work.
Best practices for applying conflict theory to the workplace
You can deal with conflict more effectively if you are aware of its common occurrences in the workplace and its theoretical underpinnings. When conflict arises between you and your coworkers or when they require the assistance of a mediator to resolve a dispute, follow these best practices:
Social Conflict Theory In Action!
FAQ
What are some examples of conflict theory in education?
Conflict theorists assert that school testing, particularly IQ testing, which schools can use to categorize students, favors the white wealthy in addition to economic factors. They contend that tests that purport to measure intelligence actually measure cultural knowledge and are therefore biased against certain cultures.
What are some examples of conflict perspective in sociology?
The family has also been viewed by conflict theorists as a social structure that benefits men more than women and keeps men in positions of power. Most traditional cultures have patriarchal family structures, which contribute to gender inequality. Males typically possess more power than females do.
What is the conflict theory in sociology?
- Occupy Wall Street. Occupy Wall Street was a two-month political demonstration that took place on Wall Street in New York as part of the backlash against the 2008 financial crisis.
- The Education System. …
- The Criminal Justice System. …
- #MeToo Movement. …
- Race and Black Lives Matter. …
- Proposition 8.
