ABSTRACT
Conflict at work has two aspects to it. It exists where there is a clash of interests between different individuals or groups, and it exists when those differences are translated into actions. Sociologists tend to see conflicts of both types as a normal part of organisational functioning and not as a pathological occurrence that comes about from time to time when normality 'breaks down'. Sociologists also tend to see conflict at work as a much broader phenomenon than one of 'industrial relations', with its focal concern with the collective organisation of workers and their collective bargaining with employers. This chapter concerns situations where the common interest primarily arises, although not always exclusively, from the individuals' statuses as employees. The key institution here is that of collective bargaining, together with trade unions, employers' 'employee' relations departments, employers' associations and whatever kind of arrangement any given state might establish to assisting conciliation or arbitration.
