A Study of the impact of passive conflict on employee wellbeing
A critical review of the public sector
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Conflict derives from diverse sources and it remains prevalent. Many studies have focused on conflict in the workplace, but only few emphasised on correlations between conflict and wellbeing. Conflict is good when positive outcomes are generated for both organisational performance and employee wellbeing. Avoiding conflict is not advisable, and managers who use this style to manage conflict will never succeed, whilst those who try to eradicate it completely will not last longer. Although the style of management is crucial for conflict outcomes, the level of conflict remains under control of man...
Conflict derives from diverse sources and it remains prevalent. Many studies have focused on conflict in the workplace, but only few emphasised on correlations between conflict and wellbeing. Conflict is good when positive outcomes are generated for both organisational performance and employee wellbeing. Avoiding conflict is not advisable, and managers who use this style to manage conflict will never succeed, whilst those who try to eradicate it completely will not last longer. Although the style of management is crucial for conflict outcomes, the level of conflict remains under control of managers who know better the amount of conflict to maintain within organisations to achieve or reshape their objectives or goals. Many studies have shown relationship between conflict and health, the purpose of the present study is to bridge that gape by exploring the consequences of passive conflict on employee wellbeing in the workplace, especially in the public sector.
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