Introduction
Not every person is going to get along on a daily basis, and in a confined space. There’s going to be conflicts in every environment especially in the workplace where most people spend the greater part of the day. Conflict is hard to define because every situation is different, it could be either tangible or intangible in the case of feelings. Conflict resolution is a task not easily handled, and it can be really disparaging if not properly taken care of when it is identified.
Workplace conflict can be caused by various factors, and can cause a great deal of stress for all those involved. We as human beings have different beliefs, and share different opinions on ideas. We also work and communicate differently, and in the different environments work, community and home that leaves room for disagreements. Conflict is often thought of as negativity, but it can enlighten the environment once resolved in the correct manner. Something as simple as difference in personalities can cause a major conflict in the workplace.
Culture is one of the most common conflict situations in the workplace and can be caused by different cultures and assumptions of each employee, that can amount to well over one-hundred different cultures in any one workplace in a metropolitan area of any big city in the United States. People from different cultures often have different mindsets from those that are of cultures different from theirs. Each culture may even have a sub-culture, this further dilutes the conflict. Some people value work more than others and some are more motivated than others and this causes conflict on the job.
Work Related Conflict
Gelfand, Keller, & de Dreu (2012) asked the question “why do some organizations de...
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To avoid this type of disruption I feel certain that this conflict will be resolved once the organizational leadership team as a whole implements a solid set of principles and values that are used to provide consistency in how decisions are made, and how people can actively contribute to the success of the division while partnering and collaborating with other areas of the business.
References
Abigail, R. A., & Cahn, D. D. (2011). Managing conflict through communication. 4th Ed. Boston: Allyn and Bacon.
Gelfand, M. J., Leslie, L. M., Keller, K., & de Dreu, C. (2012). Conflict cultures in organizations: How leaders shape conflict cultures and their organizational-level consequences. Journal of Applied Psychology, 97(6), 1131-1147. doi:10.1037/a0029993
Wilmot, W., & Hocker, J. (2011). Interpersonal conflict. 8th Ed. New York: McGraw-Hill.
O’Rourke, J. & Collins, S. (2008). Managing Conflict and Workplace Relationships. New York: Cengage Learning.
Abigail, R. A., & Cahn, D. D. (2011). Managing conflict through communication. 4th Ed. Boston: Allyn and Bacon.
It has been estimated in a study by the American Management Association that managers spend between 20% to as much as 50% of their times dealing with conflict among their employees (American Sentinel, 2012). When workplace conflicts are left unresolved they can lead to dissatisfaction, depression and other problems such as aggression and violence (Whitworth 2008). The negative, sometimes hostile, environment created by unresolved conflict has been recognized to be a hazard not only to staff, but also to patient care (The Joint Commission 2008).
Conflict. It could happen with a friend, romantic partner, co-worker, or complete stranger. There are many researchers out there who study conflict and all of the aspects to it. One thing that is clear is that conflict is inevitable in every interpersonal relationship, and it requires understanding, management, and reconciliation to prevent damage to the relationship.
Interpersonal conflict is very common with many relationships. It occurs when two people can not meet in the middle or agree on a discussion. Cooperation is key to maintaining a healthy debate. More frequently; when dealing with members of your own family, issues arise that include conflict and resolution. During this process our true conflict management style appears “out of thin air”. (Steve A. Beebe, 2008, p. 191).
Thomas, K. W. (1992). Conflict and conflict management: Reflections and update. . Journal Of Organizational Behavior, 13(3), 265-274.
Although there is a plethora of possible sources of conflict in any workplace, the ones in this case are rather explicit. These include personal differences, Informal deficiencies’, role incompatibility, environment stress, perceptions, and expectations. Personal differences could be related to personal values, physiognomies, family bonds or ties, and material belongings.
Make conflict work. (2008, May 24). Winnipeg Free Press, G.1. Retrieved March 14, 2015, from ProQuest Central database. (Document ID: 1485216051).
Many people enjoy working or participating in a group or team, but when a group of people work together chances are that conflicts will occur. Hazleton describes conflict as the discrepancy between what is the perceived reality and what is seen as ideal (2007). “We enter into conflicts reluctantly, cautiously, angrily, nervously, confidently- and emerge from them battered, exhausted, sad, satisfied, triumphant. And still many of us underestimate or overlook the merits of conflict- the opportunity conflict offers every time it occurs” (Schilling, nd.). Conflict does not have to lead to a hostile environment or to broken relationships. Conflict if resolved effectively can lead to a positive experience for everyone involved. First, there must be an understanding of the reasons why conflicts occur. The conflict must be approached with an open mind. Using specific strategies can lead to a successful resolution for all parties involved. The Thomas-Kilmann Conflict Mode Instrument states “there are five general approaches to dealing with conflict. The five approaches are avoidance, accommodation, competition, compromise, and collaboration. Conflict resolution is situational and no one approach provides the best or right approach for all circumstances” (Thomas, 2000).
Differences within the team are the major reason for conflict. This stems from differences in opinion, attitude, beliefs, as well as cultural back grounds and social factors. The Conflict can be positive which is functional and supports or benefits the organization or a person’s main objectives (Reaching Out, 1997). Conflict is viewed as positive when the conflict results in increased involvement form the group, increased cohesion, and positive innovation and creativity. Conflict tends to be positive as well when it leads to better decisions, and solutions to long-term problems.
Look up the word conflict in the dictionary and you will see several negative responses. Descriptions such as: to come into collision or disagreement; be at variance or in opposition; clash; to contend; do battle; controversy; quarrel; antagonism or opposition between interests or principles Random House (1975). With the negative reputation associated with this word, no wonder people tend to shy away when they start to enter into the area of conflict. D. Jordan (1996) suggests that there are two types of conflict: good, which is defined as cognitive conflict (C-type conflict) and, detrimental, defined as affective conflict (A-type conflict). The C-type conflict allows for creativity, to pull together a group of people with different opinions or ideas, to combine and brain storm all thoughts to develop the best solution for the problem. The A-type conflict is the negative form when you have animosity, hostility, un-resolveable differences, and egos to deal with. The list citing negative conflicts could go on forever. We will be investigating these types of conflicts, what managers can do to recognize conflict early, and what strategies they can use to resolve conflicts once they have advanced.
Gross and Guerrero (2000) supported Rahim’s conflict management styles and identified that these styles are associated with organizational climate and culture, job satisfaction. Their research on 50 employees uncovered some facts include employees who were involved in unmanaged conflict end up in job dissatisfaction and subsequently their performance deters (p. 208). The competence-based model developed by Canary, Cupach and Serpe (2001) contrast with Rahim’s theory, where the effectiveness of conflict management styles is based on the situation and understanding of individuals (p. 81). They tried to find a resolution for the conflict instead of implementing the strategy to reduce tension by applying conflict management styles, resulting in inconsistent outcomes (p. 531).
Conflict avoidance is a technique used to deal with conflict. Avoiding conflict is mainly used to disregard the direct issue at hand. Avoiding conflict can be used to temporarily get rid of an issue or it can be used to permanently remove the issue. Avoiding conflict within the workplace most often results in relationship division. Workplace conflict is inevitable, meaning wherever and whenever there is a group working to accomplish similar goals as a whole, conflict will be present. Workplace conflict exists due to various factors. (Graham 2014) The most common seen factors influencing workplace conflict include role understanding, meaning who is responsible for what task, how tasks are to be accomplished, personality difference and poor
that may result in a struggle for power or position. Conflict management, therefore, can be
In the workplace, disagreement or arguments may arise due to several reasons. This can further result into a state of antagonism or opposition, resentment, avoidance, verbal assaults, and inability to work together. Such may arise due to personality clashes, differences in style, differences in leadership, interdependence conflicts and differences in the background or gender. With reference to the conflict between Norm and Norma, disagreement arose due to differences in styles. This is because Norma was after quick result from the initiated project while Norm believed he could work from home and still meet the expected standard. However, Norma expected full commitment from all the staff under her. For good working relations, conflicts should always be resolved and hence improve good working relationship among the employees both the juniors and seniors. Professionally, conflicts can be solved via two models; circle of conflict and triangle of satisfaction (Susan Holton, 1998).