Intrapersonal Conflict

Apr 11, 2023 1

Intrapersonal Conflict

Presented by

Prof. Md. Abdul Hannan MIAFCMA, Ph.D.

Apr 11, 2023Dr. Md. Abdul Hannan Mia

Professor, Dept. of MIS University of Dhaka

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Intrapersonal Conflict occurs when there is incompatibility or inconsistency among an individual’s cognitive elements. It implies that a new cognitive element is at variance with a prior explanation or expectation.



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•If Both alternatives are attractive



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Causes of Intrapersonal Conflict

• Difficulty in making a decision because of uncertainty

• Individuals are pushed or pulled in opposite direction i. e. attractive or unattractive alternative

• Simultaneous forces of about equal strength

• A person is motivated to engage in two or more mutually exclusive situation.

• When a person is required to perform a task that does not match her / his expertise, interests goals and values.



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Types of Intrapersonal Conflict

• Approach-Approach Conflict• Approach-Avoidance Conflict • Avoidance-Avoidance Conflict



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Approach-Approach Conflict

When a person has to choose between two attractive alternative. Boss has to recommend X’s and Y’s name for promotion who are equally competent for a position.



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Approach-Avoidance Conflict

When a person has to deal with a situation that possesses both positive as well as negative aspects.

• Similar degree of feelings of both attraction and repulsion towards a goal.

• X wants to join a multinational where the prospect of his tenure is uncertain.



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Avoidance-Avoidance Conflict

When each of the competing alternatives possesses a negative consequences i.e., they are equally repulsive

• Significant mismatch between demand & expectation



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When Avoidance-Avoidance Conflict Occurs

• Significant mismatch between demand & expectation

• Perceived incompatibilities or incongruencies when one need to perform something that does not match with his/ her expertise, goal, interest or values



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Roles

A set of expected behavior patterns attributed to someone occupying a given position in a social unit.



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Roles• A normative status that includes the

behavior, attitude, and values attributed by society to a person occupying a position

• Individuals’ conceptualization of his or her situation with reference to his or her and others’ position in the society

• Behavior of a person occupying a social position.



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Role Conflict

A Situation in which an individual is confronted by divergent role expectations



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When Role Conflict Occurs

• An individual is required to perform two or more incompatible roles



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Types of Role Conflict • Intrasender conflict• Intersender Conflict• Interrole Conflict• Intarole (Person-Role) Conflict• Role overload and underload



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Intrasender conflictIntrasender conflict occurs when a role sender requires a role receiver to perform contradictory or inconsistent role.



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Intersender conflictIntersender conflict is experienced by a role receiver if the role behavior demanded by one role sender is incongruent with the role behavior demanded by another role sender.



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Interrole conflictInterrole conflict occurs when an individual occupies two or more roles whose expectations are inconsistent. Position as chairman & as a father.



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Intrarole (Person-Role) Conflict

Intarole (Person-Role) Conflict occurs when the role requirements are incongruent with the focal persons’ attitude, values, behavior and professional behavior.



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Role overload and underload

Role overload involves a kind of Intarole (Person-Role) Conflict and is perhaps best regarded as a complex, emergent type combining aspects of intersender and person-role conflict.



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• Quantitative overload• Qualitative overload



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• Role Underload occurs when the person has no or less role to deliver than that what he/she is expected to perform



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Role Ambiguity

Lack of clarity in understanding what expectation and or prescriptions exists for a given role



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Role Ambiguity

• Information does not exists• Lack proper communication of

information• National culture



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Model for Role conflict & Ambiguity



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Consequences of Role conflict



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• Personal outcome• Organizational outcome

Consequences of Role conflict



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• Low Job Satisfaction• High degree of Job related

tension• Low confidence in organization• Withdrawal• Avoidance

Personal outcome



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• Low Job Satisfaction• High degree of Job related

tension• Low confidence in organization• Withdrawal• Avoidance

Organizational outcome



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•Diagnosis•Intervention

Managing Intrapersonal Conflict



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• Self report• Observation• Interviews

Diagnosis



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A comprehensive diagnosis involves

• Measurement• Analysis• Norms

Diagnosis



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• Amount of interpersonal conflict• Source of such conflict• Learning and effectiveness of

individual employees

Measurement



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• The Amount and its level • Relationship between

intrapersonal conflict and its sources

• Relationship of intra personal conflict to learning effectiveness

Analysis



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• Misassignment and goal incongruence

• Inappropriate demand• Organizational structure• Supervisory role position and

personality

Sources of Intrapersonal Conflict



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• Role Analysis (Process)• Job design (Structural)

Interventions



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This intervening method includes intervening at individual, group and intergroup levels.

Role Analysis



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• Purpose of Role• Role perception• Expectations of role occupant• Expectations from role occupant• Role profile (writing down the points of

discussions)-Prescribed roles, obligations and expectations

Steps in Role Analysis

Intrapersonal Conflict

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