How to Handle Conflict During Change

Introduction

Organisations want change introduced with minimal fuss and conflict.

Need to understand the 4 levels of conflict:

i) latent(in all organizations there are potential conditions that can create conflict, eg staff competing for scarce resources; a conflict does not arise until here is a request for resources)

ii) perceived(the conflict is thought to exist even though it may not)

iii) felt (the conflict becomes personalised; hostile feelings can accumulate)

iv) aftermath(refers to the legacy of the conflict episode; it can be latent or manifest itself) 

“...The implication is that managers can predict that, in most cases, the most violent reaction to change will come from those who perceived that their areas of control are being violated. Furthermore, an individual’s response to change is highly dependent on the individual's and area’s predisposition to change. Managers of change must plan accordingly and formulate a strategy to best create buy-in amongst the work force and other key stakeholders…”

Jonathan H Westover, 2010