Match the List-I with List-II Choose the correct answer from the options given below:LIST I
ConflictLIST II
Appropriate view A. The Traditional view I. The belief that conflict is a natural and inevitable outcome in any group B. The Human Relations view II. The belief that all conflict is harmful and must be avoided C. The Interactionist View III. Conflict that supports the goals of the group and improves its performance D. Functional conflict IV. The belief that conflict is not a positive force in a group but that it is absolutely necessary for a group to perform effectively
A-II, B-I, C-IV, D-III
A-II, B-I, C-IV, D-III — option 2.
The three views of conflict, in the order they developed :
| View | Period | Belief |
|---|---|---|
| A. Traditional | 1930s – 1940s | II — all conflict is harmful and must be avoided. Conflict is evidence of a malfunction: poor communication, a failure of openness, or a management that has not responded to employees’ needs. The remedy is to remove its causes |
| B. Human relations | Late 1940s – 1970s | I — conflict is a natural and inevitable outcome in any group. Since it cannot be eliminated, it should be accepted; it may even, on occasion, benefit performance |
| C. Interactionist | Current | IV — conflict is not merely a positive force but absolutely necessary for a group to perform effectively. A harmonious, placid group becomes static, apathetic and unresponsive to change, so managers should maintain a minimum level of conflict |
| D. Functional conflict | — | III — conflict that supports the goals of the group and improves its performance. Not a “view” at all but a category of conflict, contrasted with dysfunctional conflict, which hinders performance |
The distinction that decides the question is between the human relations view (I) and the interactionist view (IV). Both accept conflict, but they differ in degree: the human relations view merely tolerates it as inevitable, while the interactionist view encourages it as necessary. The wording of IV — “absolutely necessary for a group to perform effectively” — is the stronger claim and belongs to the interactionist position.
Note that D is different in kind. A, B and C are schools of thought about conflict; D names a type of conflict. Recognising that D must pair with III — the only description of a kind of conflict rather than a belief about conflict — is the fastest route to the answer.
What makes conflict functional or dysfunctional is its type, in Robbins’s account :
| Type | Effect |
|---|---|
| Task conflict — over the content and goals of work | Functional at low to moderate levels — it improves the quality of decisions |
| Process conflict — over how work gets done | Functional only at low levels |
| Relationship conflict — interpersonal friction | Almost always dysfunctional |
Hence, the answer is A-II, B-I, C-IV, D-III.
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