He may at times be asked to sacrifice his obligations. Conflict of roles arises when one has to perform number of roles or the roles of several actors are ill-defined, or when one feels that the role assigned to one is not in agreement with his status.
It is inevitable in complex and heterogeneous society. The possibility of conflict of role, in a simple society, is less but it exists, all the same. A woman as a wife as a mother of the married son and mother-in-law, as mother of her married daughter and of unmarried laughter performs a complex role. It has often given rise to conflict of roles causing mental turmoil and social maladjustment. Of course, the growing social complexities have intensified the conflict of roles.
A busy lawyer may fail in his ascribed roles. The first systematic treatise of role conflict was presented by Robert Kahn and his associates in their book Organization Stress: Studies in Role conflict and Ambiguity According to Kahn et. For example secretaries and supervisors depend on each other, through exchange of facts, feedback, and directive, to work effectively.
Communication are laden with expectations that constitutes role-pressure. For a particular individual a focal person , these role pressures are communicated by one or more role senders, who along with individual, constitutes the member of a role set. According to Kahn, role conflict specially sent role conflict occurs in three forms: 1 inter sender conflict occurs when incompatible expectations or demands are communicated by two or more members of a role set; 2 inter sender conflict occur when; incompatible expectations or demands are communicated by a single member of a role set; 3 inter role conflict occurs when incompatible expectations or demands are communicated by J members of different role set.
Whereas each of these three forms involves conflict between multiple expectations or demands, it is possible for a single demand to conflict with the focal individuals personal beliefs or preferences. Individuals confronted with unwelcome or incompatible expectations with role conflict find themselves in stressful circumstances. They are pulled in differing directions by opposing forces.
How do people deal with such circumstances? One approach for dealing with conflicting expectations is compartmentalization. Individuals subdivide their lives so to speak, and within a given context act in accordance with the dictates of one role while ignoring the other.
In a word, individuals temporarily abdicate one of the conflicting roles; they wall themselves off from it. Role conflict may be handled through a hierarchy of obligations. Individuals interacting with one another usually recognize that certain obligations take precedence over others. Individuals can also handle their role conflict through banding together for mutual support and concerted action.
Still another mode of individual resolution takes the form of reducing dependence on the group or role partner supporting one of the expectations.
Individuals achieve this by leaving the group by redefining its value to them or by making it irrelevant to the conflict situation. Role conflict need not be handled in a rational manner. For example, Elton F. Abstract: Role is an important term in the context of organizations.
A role is a set of connected behavior, rights, obligations, beliefs and norms as conceptualized by actors in a social situation. Extension personnel are engaged in the activities necessary for the agricultural and rural development.
Every position of the extension personnel has some ascribed or desired roles which are considered necessary by its counter position or clients or self. Role expectations, role perceptions and role performance are the components of role analysis, which further have various dimensions.
Major segments of these for various extension personnel are like subject matter competency, programme planning and execution, trainings, services, demonstrations etc. In a suggested model all the essential elements are the basis of role expectations, perceptions and performance. All of these are interlinked and influencing each other.
A personnel having high perception would perform high and vice versa. In same fashion expectations leads to perceptions and perceptions lead to expectations.
For improving the role performance organizations has to concentrate on the elements of role, where as high role performance will lead to high perception and expectation too. Introduction Organizations are social units, or human groupings, deliberately constructed to seek specific goals. Organizational tasks are distributed among various positions as roles. Each member in an organization occupies a specific position which is directly or indirectly associated to other positions in the hierarchy of organizational chart.
This constitutes his role set and it usually includes his superiors, subordinates, peers and outsiders with whom he has got related relationship. In the organization every person is expected to behave in a particular manner while performing a specific role. Prasad, A role is a set of connected behaviours, rights, obligations, beliefs, and norms as conceptualized by actors in a social situation.
Anonymous, a As it is clear that every person have to play a set role related with a position in an organization and so is the case with extension personnel. Extension personnel are engaged in the activities necessary for the successful implementation of the development programmes in the field of agricultural, rural development, poverty alleviation etc.
Every position of the extension personnel may have some ascribed or desired roles which are considered to be necessary by its counter positions or clients. These are the role expectations of the extension personnel to which we will deal, while starting with some basics of the concept. Role Expectations Role expectation has been defined in terms of prescription and proscription held by the members of the counter positions of the role set.
It is the expected behaviour of the role incumbent. Sanghi, This is a cognitive concept the content of which consists of beliefs, expectancies, and subjective probabilities. For some positions the role expectations may be uniform from one person to another or from one group to another where as for other positions role expectations may vary from one segment of the population to another. Role expectations are comprised of the rights and privileges, the duties and obligations, of any occupant of a social position in relation to persons occupying other positions in the social structure.
The conduct expected of the occupant of the position, the exercise of rights and privileges and fulfilment of duties and obligations applies to the person who at any time is assigned that role. Dimensions of Role Expectations: Role expectations vary several dimensions; some of the most important dimensions are as follows: 1. Degree of generality or specificity. At the other end some role expectations consist only of broad outlines, giving the occupant of the position the opportunity to enact the role in the particular way he prefers within a wide range of acceptable behaviour.
Kumar et al. Relation to formal or informal social positions: Role expectations occur in the context of both the informal social role system and the formal role system. Thereabout the role exist widespread public knowledge about certain positions in our society, which produces a fair degree of agreement or consensus about the role expectations associated with them.
Thus role expectations for many formal roles in the macro social system are well known to most people, and some are formally codified through an official listing of rights and duties of the incumbent. In micro social system for example in small friendship groups, roles are not formal and role expectations are not officially listed. Degree of consensus among other persons concerning role expectations 5.
Degree of Clarity or uncertainty Lindzey and Aronson, Gross et al gave the following two dimensions of a single expectation: 1. Direction: One question that may be asked about an expectation, then, is about direction. Every expectation can be reduced to a statement for or against something.
Whether a particular expectation is a prescription or a proscription is an operational rather than a theoretical problem. The empirical reference of the expectation must be introduced before its direction can be specified 2. Intensity: Any expectation can be placed somewhere on a continuum which ranges from the completely permissive, through the preferential, to the mandatory.
Effect of Role expectations 1. Conformity to Role expectations The occupant of a position ought to do particular things in specified ways and ought to hold certain beliefs instead of others. In role enactment an individual is expected to behave in particular ways in the sense that the behaviour is predictable.
Role expectation can be said to define the limits or range of tolerated behaviour. In short role expectations are specifications for adherence to group norms. Clarity of Role expectations Clarity of Role expectation can be defined as the difference between the optimal amount of information needed about role expectations and the amount actually available to a person. Different types of un-clarity in the role expectations are: a Uncertainty and vagueness of expectations- role expectations held by specific other person for a certain position can be uncertain, vague or indefinite b Lack of agreement among occupants of complementary roles- role expectations held by one subgroup of persons may be clear, but contradict the clear expectations held by other subgroup.
A variant of this condition occurs when one group defines role expectations for a position differently from occasion to occasion, or when one set of role expectations is conveyed verbally and a different set behaviourally.
This may be resulted due to role expectations held by other person may be clear, but the role performer himself may distort the expectations received from others, or may misunderstand them in some way. Lindzey and Aronson, III. Role Perception The second major aspect of the role concept is role perception.
While getting into the role perception of the extension personnel we would have some insight of this concept. Role perception is the direction in which person channelize their efforts Sanghi, Role perception means what the actor himself thinks is required of him in the office. The actor is placed in some institutional setting in which he occupies a particular position.
There are different kinds of role conflicts. Thes are. These role conflicts create disappointment, frustrations and serious personality consequences ,so each social system will function smoothly and efficiently if the roles are clearly allocated. It may also refer to a rank or position that one holds in a group, for example son or daughter, playmate, pupil, etc. For Example , being male and female.
For Example, Being a professional athlete is an achieved status, as is being a lawyer, college professor, or criminal. The starting point is your status. If your status is high, say, you're Prince William, then the roles you fulfill will be equally high and very diversified. Think of Donald Trump for the idea of diversified roles.
Shankar Rao. Sociology of Indian society. Ed 4th. Ram Nagar,New Delhi; Textbook of sociology for nursing students. Open navigation menu.
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