Power Networks

In the last byte, we looked at the ways to deal with intrapersonal conflicts. In today's byte, we begin our discussion on the interpersonal conflicts and specifically focus on the power networks.
 

To effectively manage interpersonal conflicts one would benefit by understanding power networks in organizations, defense mechanisms exhibited by individuals and ways to cope with them. The emphasis in today’s byte is on the power networks.
 

There could be three forms of organization power networks:

• equal vs. equal

The focus in this form is on the win-loose kind of an approach to problems, one tries to maximize its power at the expense of others. This form of conflict could lead to low self-esteem, and other distress symptoms. Improving the coordination between parties could help manage these conflicts.

• high vs. low

This form of conflict entails the person with a higher power trying to control the others and the person with lower power trying for more autonomy. Typical symptoms include - job dissatisfaction, low organizational commitment, turnover etc. Coaching and Counseling are found to be effective.

• high vs. middle vs. low

This is typically experienced by middle managers. Improved communication amongst parties can reduce the role conflict and the ambiguity. Training is also found to be very effective.