Administrative Conflict: Causes, Forms and Consequences

Abstract

In the 21^st century, one of the greatest challenges being faced by man has become the prevalence of conflict in all forms. Unarguably, a conflict does not enjoy a general conceptual agreement, but can easily be viewed as the variance between and among individuals. In a simple term, it can also mean disagreement in belief between groups or individuals, due to differences in opinions, views, needs and attitudes. However, the bone of contention here is administrative conflict, which has to do with differences or disagreement resulting from a perceived opposition of needs, values and interests between affected groups or individuals and a formal authority in an organization. In addition to the above, the objective of this article lies in understanding what administrative conflict is all about, its root causes, forms and consequences to an organization. Relying on qualitative research approach and   secondary data generated, the study established the following findings: (a) that administrative conflict involves a conflict which emerges in an organization as a result of differences or disagreement in beliefs, values, views, opinion and poor clarifications; (b) that causes of administrative conflict lies in a poor communication, personality variances, inequitable sharing of scarce resources, specialization, ambiguity in role description, goal variance, authority relationship and jurisdictional ambiguity; (c) that forms of administrative conflict involves process administrative conflict, task administrative conflict and relationship managerial conflict; and (d) that the consequences involves decrease in productivity, employees’ departure from the organization, negative behavioral responses, psychological responses, and mental health concern, among others. The study concluded by suggesting the necessity of a future research on how administrative conflict can best be managed in order to improve and promote co-habitation and organizational efficiency.