Conflict resolution in the workplace
When people work together in groups there are bound to be occasions of disagreement which can lead to conflict in the workplace. Whether these disagreements become full-blown feuds or instead fuel creative problem solving, is, largely up to the person in charge.
Understanding conflict and how it can be used for effective resolution strategies is important for effective communication and productivity in the workplace.
Impact of conflict in the workplace
Odhams Dictionary defines conflict as ”a fight, struggle, a quarrel, strong difference of opinion, a marked disagreement and incompatibility”. In other words, what I want does not match what you want. When conflict occurs in the workplace, it can reduce morale, lower work productivity, increase absenteeism, and cause large-scale confrontations that could lead to serious and violent crimes.
Conflict is a challenge facing both employers and employees. So, what can you do about it?
Eight causes of conflict
The first logical steps in resolving conflict is to identify the problem and then identify what caused the conflict.The following are general reasons for conflict in the workplace:
- Whenever employees compete for scarce resources, recognition and power in the company’s “pecking order”, conflict can occur.
- Because people are individuals, they differ in the way they approach other people and problems. Employees need to understand their own style and learn how to accept conflicting styles.
- Just as two or more employees can have conflicting styles, they can also have conflicting perceptions. They may view the same incident in dramatically different ways.
- Employees may have different viewpoints about an incident, plan, or goal. Problems in the workplace can occur when employees are responsible for different duties in achieving the same goal.
- Conflicting pressures can occur when two or more employees or departments are responsible for separate actions within the same deadline.
- Conflicting roles can occur when an employee is asked to perform a function that is outside his or her job requirements or expertise or another employee is assigned to perform the same job. This situation can contribute to power struggles for “territory”.
- Conflict can be caused by differing personal values. Segregation in the workplace leads to gossiping, suspicion and, ultimately, conflict.. Employees need to learn to accept diversity in the workplace and to work as a team.
- Whenever company policies are changed, inconsistently applied, or non-existent, misunderstandings are likely to occur. Employees need to know and understand company rules and policies; they should not have to guess. Conclusion
The next time a conflict occurs, take a moment and ask yourself this series of questions:
- What may be the cause of the conflict?
- Is it because you or someone else need a resource?
- Is someone’s style different than your own?How do others perceive the same situation?
- Are goal and action-plan priorities in order?
- Is there conflicting pressure?
- Are you as an employee concerned about role changes?
- Is the conflict you experience over differing personal values?
- Are you satisfied that there is a clear company policy about the situation?
Do you understand the company’s policies?
Once a cause is established, it is easier to choose the best strategy to resolve the conflict yourself. Here are a few rules to follow when attempting to manage conflict within the workplace.
- Contestants in a work conflict often use terror tactics to intimidate their opponents. Do not allow moments of workplace conflict to intimidate you into submission. If you believe in the worth of your objective and are convinced of its merit, do not give up.
- When your goal is important, but so is the relationship you are in conflict with, what are you supposed to do? It is in your best interest to resolve the problem as amicably as possible. While this is not an easy task, try to find the most agreeable solution to the problem at hand. A mutual agreement is the best option for both parties involved.
- What happens when faced with the scenario in which the longevity of the business relationship far outweighs your objective? Consider long-term as well as short-term objectives. Both of these are relevant but it is your task to prioritise these accordingly.
- When deadlines are looming and time is slipping by, consider accepting defeat with the bigger picture in mind. Ultimately, a decision has to be made to solve conflict. Do not waste valuable time squabbling over who is more correct. Sometimes the best conflict resolution is to agree to disagree by selecting common grounds to work on.
- Negotiation is a vital skill to have in order to solve workplace disputes. Your ability to negotiate will depict your success in leading the decision. Negotiation skills promote healthy debate and encourages clearly thought-out concepts. Learn to negotiate during work conflict and be flexible in your approach.
- Making light of awkward situations is always a constructive strategy. Conflict resolution can sometimes be uncomfortable, which is why you should keep an open mind and a sense of humour. However, guard against belittling or humiliating the other person.
- Employers and employees should always manage conflict resolution with confidentiality and sensitivity. When people’s integrity and belief systems are being questioned, defence mechanisms are a natural reaction. Try to maintain all business relationships while at the same time achieving your goal.
Our Employee Wellbeing Programme (EAP) is available 24 hours if you want to discuss conflict at the workplace. Call us on 0861872862 or email us at
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