Conflict Between Corporate Culture and Administration

  • Post last modified:30 July 2023
  • Reading time:9 mins read
  • Post category:Management
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In an organization, individuals belonging to different cultures come together and engage in dialogue with each other. Various cultures bring different beliefs, ideologies, values, and perceptions. This may result in conflicts and makes it difficult for individuals to work together.

It is often observed that the culture of individuals shapes their personality and is reflected in their behavior. The culture also influences the organization’s policies and its attitude toward employees. Therefore, it becomes imperative for the organization to develop such a corporate culture that people from different backgrounds can gel with each other and work harmoniously.

A very common example of conflicts arising in organizations is due to discrimination based on color, sex, and caste. Sometimes managers become biased against employees who belong to the same cultural background. As a result, other employees may feel victimized and lose morale, which is detrimental to the growth of the organization in the long term. Moreover, employees may begin to look for other opportunities.

Types of Cultural Conflicts

Apart from this, many other types of conflicts may arise in organizations due to cultural differences.

Let us study these conflicts in detail.

Interpersonal Conflicts

These types of conflicts arise as a result of clashes between two or more individuals in an organization. The individuals can be in the same department or from different departments.

Interpersonal conflicts are classified into three categories, which are:

  • Vertical conflicts: These conflicts arise between a manager and his/her subordinates on various issues.
  • Lateral conflicts: These conflicts arise between any two individuals in the same position.
  • Diagonal conflicts: These conflicts arise between people at different positions without any direct superior-subordinate relation.

Intrapersonal Conflicts

These conflicts may take place between two individuals having clashes in thoughts, principles, or ideologies. Individuals having such conflicts often become irritable or erratic. As a result, their professional performance is negatively affected.

Intergroup Conflicts

These types of conflicts arise when there are clashes between different groups in an organization. These groups can be either formal or informal.

Intragroup Conflict

These conflicts arise mainly between people within a group or department. Intragroup conflicts affect the performance of the whole group as a whole.

Irrespective of their type, conflicts may have a serious impact on the performance of individuals and the organization. However, these conflicts can have some positive impacts too, such as an increase in individuals’ performance due to competitive feelings, minimization of distance among people, clarification of old problems, and generation of new ideas.

Conflict Resolution Techniques

However, whether the impact of administrative conflicts will be positive or negative depends on how effectively these conflicts are managed. If management ignores conflicts for a long time, it may affect the performance of employees, which would ultimately impact the organization’s performance. To manage conflicts, there are several techniques used by organizations.

Let us discuss these techniques in detail.


In this technique, people avoid conflicts by simply changing the topic or denying any situation that may lead to a problem. This style is adopted in organizations where members or groups do not wish to indulge in any arguments or rivalries with other members. There can be many reasons for avoidance, such as no intention of getting stressed due to conflicts or hurting others’ feelings. This is the most ineffective style of resolving administrative conflicts.


In this technique, an individual shows high concern for others’ needs as compared to his/her own needs. The accommodating style is adopted in organizations where individuals are willing to form social relationships with other individuals. Employees with this style often give into the demands of other members to keep them happy.


Individuals with this style are highly assertive and take a stand for what they know and want. Such people like to dominate others in case of conflicts. This style can be used during emergencies when quick decisions are to be made for resolving conflicts.


In this technique, individuals or groups are willing to work together to achieve common goals. This style often results in a win-win situation for an organization and is the most efficient approach for resolving conflicts.


In this technique, individuals or groups try to satisfy themselves partially. In compromising, people believe in the give-and-take approach in which they try to reach agreeable terms. This style is adopted by organizations when both opposite parties are equally strong and there is a deadline looming over them.

Article Source
  • Daft, R., & Marcic, D. (2009). Management (1st ed.). Mason, OH: South-Western.

  • Flamholtz, E., & Randle, Y. (2011). Corporate culture (1st ed.). Stanford, Calif.: Stanford Business Books.

  • Kotter, J., & Heskett, J. (1992). Corporate culture and performance (1st ed.). New York: Free Press.

  • McFarland, D. (1974). Management: principles and practices (1st ed.). New York: Macmillan.

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