What is the difference between functional and dysfunctional anxiety? Advertisement Valorie Burton Health Education It's important to recognize the difference between concern functional and anxiety dysfunctional.
Deflection of feedback and blame 7.
People pretending they "missed the memo on that one" 8 Refusal to deal with conflict 9. Gossip and backstabbing When you think of a dysfunctional organization, you might picture a lot of screaming and yelling.
But take a close look at this list. There's very little that has to do with raised voices, and the only mention of "conflict" is the failure to deal with it directly. You will have conflicts in the workplace. The key is to address it in a healthy and productive way. Yelling at someone isn't the best way to communicate displeasure, but it's a heck of a lot better than whispering behind that person's back, which gets us into the excruciating, crazy-making world of the passive-aggressive.
If I had to nominate just one of thing from the list above as the most destructive symptom of the dysfunctional workplace, there's no contest.
A workplace full of whispered gossip is as painful and maddening as a buzzing mosquito at bedtime. It is destructive to the soul of your workplace and the souls of your people who never feel safe and always wonder who is talking behind their backs. When people gossip about others, you may as well have them bring baseball bats and beat each other.
At least that will heal. If a happy and functional workplace is your goal, there are few more productive places to put your energy than the absolute elimination of gossip.
You can't eliminate the behavior without providing something to replace it-namely a good and healthy way of communicating. All Jack had to do was to go to Tom and say, "Dude, when you are late with that analysis, I end up on my knees to my boss because then my report is late. Please promise me you'll get that to me on time from now on.
If Jack came to you with gossip, simply say, "Gee, it sounds like you need to talk to Tom directly so you can work this out.
Once you establish a zero-tolerance policy for talking behind another person's back, give your employees permission to address conflict head-on, out loud, courageously and honestly.
Create a trusting and open environment and watch the dysfunctions in your workplace ebb away. Build a Shared Vision Now you've recognized the symptoms and diagnosed the disease. Time for the cure. Most workplace dysfunctions amount to employees shooting their energy at each other because there's nothing else to aim for.
What's needed is a single, shared vision. Everyone wants to be a part of something bigger than themselves. Everyone wants to feel productive and be happy.
Give yourself and your team members a clear and positive picture of where you want to go as a group. Most of them will jump at the chance to be a part of it. When people align around a vision of great service, pettiness and dysfunctional workplace behaviors fall away and people become who they need to be to make it happen.
Will there still be those who stubbornly hold on to their dysfunctions? And for the sake of the rest of you, gently but firmly encourage those folks to find and follow their bliss elsewhere. Are you ready to do what it takes to end the dysfunctions and create a can-do culture in your workplace?
Roxanne Emmerich is renowned for her ability to transform "ho-hum" workplaces into massive results-oriented "bring-it-on" environments. To discover how you can motivate employees, ignite their passion and catapult performance to new levels, check out her new book - Thank God It's Monday.
Now, you can get a free sneak preview at:The functional conflict I experienced happened last week when a co-worker and I had a list of end of month accounting tasks assigned to us by our manager. It was quite large and we already had enough on our plates, but it was a priority that we complete them by the end of the day.
Distinguishing the Effects of Functional and Dysfunctional Conflict on Strategic Decision Making: Resolving a Paradox for Top Management Teams Combined impact of “voice” and improvement of experienced inequality.
Journal of Personality and Social Psychology The Effects of Conflict Asymmetry on Work Group and Individual Outcomes. Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict.
The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.
. Functional And Dysfunctional Conflict Experienced In The Workplace “Functional Conflict vs Dysfunctional Conflict Functional conflict Conflict is constructive when it improves the quality of decisions, stimulates creativity, innovation and encourages interest and curiosity among group members.
Conflict challenges the status quo that resulted . involvement in a conflict creating anxiety tenseness, frustration and hostility is known as felt conflict.” perceived but actually felt and cognized.
For example: In consistancy in demand from the organisation and individual needs may create a conflict situation. Conflict can be dysfunctional if it paralyzes an organization, leads to less than optimal performance, or, in the worst case, leads to workplace violence. Surprisingly, a moderate amount of conflict can actually be a healthy (and necessary) part of organizational life.