Organisational conflict and misbehaviour

organisational conflict refers to a condition of dispute or misunderstanding between members of an organization due to differences in needs, opinions, resources, and relationships (Omisore & Abiodun, 2014).  For instance if one employee requires certain information from another, who does not respond properly, conflict sparks in the organization.

Misbehaviour is the kind of behavior that causes problems for an organisation. Employee misconduct occurs when an employee willfully disobeys an employer’s policy or procedure, engages in conduct that is disrespectful to coworkers or customers, violates the law, damages corporate property, or causes harm to the workplace (Thompson & Ackroyd, 2022). The spectrum includes things like being tardy to work all the way up to open fraud, exaggerating one’s credentials, or actively injuring one’s coworkers.

Differences between organisational conflict and  Misbehaviour

1. Conflict is a natural occurrence in a workplace environment where there exists employees from different backgrounds however misbeaviour is more intentional than natural.
2. Conflict can lead to positive outcomes in the organisation as individuals learn to work together and live harminously. Misbehaviour results in negative outcomes as it can cause harm to the organsation as co-workers.

Formal and Informal conflicts

1. Informal conflicts: these are small disagreements between two or more people inside an organization are examples of informal disputes. For instance, a dispute between workers over uneaten lunches in the break area. (Omisore & Abiodun, 2014).
2. Formal conflicts are those that result into claims that can be made against the organisation before an employement tribunal or a court. For instance an employee claiming unfair dismissal (Omisore & Abiodun, 2014).  

Difference between formal and informal conflict

1. Informal conflicts can be easily resolved informally through mediation or could just end naturally while formal conflicts often result in the involvement of courts or tribunals
2. Formal conflicts can be as a result of a developed informal conflict while the viseversa is not true

Contemporary trends in the type of conflict and industrial sanctions

• Use of social media platforms-   Many social movements are started and progressed online, and social media has been acknowledged as a potent information sharing medium. It should come as no surprise, then, that workers are turning to online activism in support of their claims during strikes. When bargaining for wage raises with the Bureau of Meteorology in June 2018, employees made savvy attempts to publicize and garner support for the raises (Upchurch & Grassman, 2015). Unions may now reach a wider audience than ever before with their messages about workplace disputes because to the widespread use of social media.

• Whistle blowing:  Whistleblowing refers to the practice of reporting illegal or unethical behavior by coworkers (Unison, 2015). This may include bringing to light potential wrongdoing within the organization, noncompliance with legal requirements, injustices, or threats to human or environmental health and safety. A good example is Ms Best who blew the whistle against her employer for not taking necessary COVID-19 precautions thus risking her life and that of her co-workers. During her absence she was dismissed but managed to file a claim of unfair dismissal with the employment tribunal. The ET was satisfied that because the employer failed to follow the ACAS Code on Disciplinary and Grievance procedures, a 20% uplift would be appropriate at the remedy stage (Team Employment, 2022).