Superior – Subordinate conflict and its management in organisational setting

There are a good number of literatures and treatises on organizational conflict. These are generally departmentalized, compartmentalized and segmented. They deal with certain specialized organizational areas. Several studies have dealt with industrial conflicts and its Management. These relate primarily to inter-group conflict's such as Labour – Management relations Line and Staff controversies, and Inter-functional disputes. The dynamics of superior - subordinate conflicts, sometimes referred to as bureaucratic conflicts, have been receiving great attention by leading theoreticians and research personnel. It can be stated that even though a large body of literature has been brought out over the conditions promoting intra-organizational conflict, there has been limited research effort to examine these conditions or sources of conflict, especially in the context of superior- subordinate relationships. Moreover, there is a great need, especially after the globalization and literalisation process over the past nearly two decades, to focus on conflict management as is being practiced by organizations within the framework of superior –subordinate relationships and their attitudes towards the conflict episode. According to some, the consideration factor is associated with behavior, indicative of friendship, mutual trust, respect and a certain warmth between boss and subordinate. Employees, who felt that their boss was low on consideration, reported feeling more job pressure. Employees who were under pressure reported that their boss did not give them criticism in a helpful way, played favourites and took advantage of them whenever they got a chance.