Welcome,
This part of the website provides information about conflicts: its causes, consequences and how to manage it in order to avoid all its bad outcomes.
As we all know, conflict is an inevitable part of human relationships. In order to avoid it we should know what causes conflicts. Here below is a list of causes:
Scare Resources:
Conflicts may arise because of scarce resources. For instance: Resources are not evenly distributed and some people want the same thing: Same piece of land
Therefore because of scarce resources conflicts may arise. (Eunson, 2012)
Culture:
Culture may be a cause of conflicts. Cultures are different, sometimes a person’s way of behaving may lead to misunderstanding as it might be perceived as wrong in the other person’s culture, (Eunson, 2012)
Poor Relationship Skills:
Some people have difficulty getting along with others in a work environment. Workers sometimes tend to self-centered and assume that only what they have in mind is good and refuse to accept other’s opinion and ideas. (Chinaka & Grace, 2014)
Health
When an individual is ill or tired it is sometimes hard for them to tolerant disputes, ambiguity, differences and variation from routines thus generating conflicts. (Eunson, 2012)
Now that we know mostly all the consequences of conflicts. Let’s take a look at the problems that conflicts can cause in our lives.
As we all know conflict can be a bitter experience and can lead to several problems like:
• Negative emotion (Eunson, 2012)
• Blocked communication (Eunson, 2012)
• Bad perception about the people with whom we are in conflict. (Eunson, 2012)
• Bad relationship between people who has to live and work together (Eunson, 2012)
• Reduced ability to view other perspectives; a
Despite all this sides effects we should also bear in mind that conflicts is not always a bad thing. Sometimes, conflicts can produce some positive payoffs.
Innovation: When a department is in conflict with another department, this can create innovation as each department will try to find new ways in order to be more competitive leading to innovation. (Thompson, 2009)
Build new relationships: Conflicts can bring people who had no previous relationship together. During the process of conflicts and its resolution they may find out that they have the same interest and this may create new relationship. (Thompson, 2009)
Interpersonal conflicts can be resolved: Sometimes engaging in and resolving conflicts with others can resolve inner conflicts. ( Thompson, 2009)
Group identities are maintained: During conflicts group members create clear boundaries to show which is in which group therefore being more defensive towards their group. (Thompson, 2009)
Now that we have had an overview of the different advantages and disadvantages of conflicts, let’s now look at the different types of conflicts in an organisation and why conflicts arise in workplace.
Conflict is a common part of workplace relationships. When people work together for more than 40 hours per week, there is bound to be conflict that arises between different parties.
This part of the website provides information about conflicts: its causes, consequences and how to manage it in order to avoid all its bad outcomes.
As we all know, conflict is an inevitable part of human relationships. In order to avoid it we should know what causes conflicts. Here below is a list of causes:
Scare Resources:
Conflicts may arise because of scarce resources. For instance: Resources are not evenly distributed and some people want the same thing: Same piece of land
Therefore because of scarce resources conflicts may arise. (Eunson, 2012)
Culture:
Culture may be a cause of conflicts. Cultures are different, sometimes a person’s way of behaving may lead to misunderstanding as it might be perceived as wrong in the other person’s culture, (Eunson, 2012)
Poor Relationship Skills:
Some people have difficulty getting along with others in a work environment. Workers sometimes tend to self-centered and assume that only what they have in mind is good and refuse to accept other’s opinion and ideas. (Chinaka & Grace, 2014)
Health
When an individual is ill or tired it is sometimes hard for them to tolerant disputes, ambiguity, differences and variation from routines thus generating conflicts. (Eunson, 2012)
Now that we know mostly all the consequences of conflicts. Let’s take a look at the problems that conflicts can cause in our lives.
As we all know conflict can be a bitter experience and can lead to several problems like:
• Negative emotion (Eunson, 2012)
• Blocked communication (Eunson, 2012)
• Bad perception about the people with whom we are in conflict. (Eunson, 2012)
• Bad relationship between people who has to live and work together (Eunson, 2012)
• Reduced ability to view other perspectives; a
Despite all this sides effects we should also bear in mind that conflicts is not always a bad thing. Sometimes, conflicts can produce some positive payoffs.
Innovation: When a department is in conflict with another department, this can create innovation as each department will try to find new ways in order to be more competitive leading to innovation. (Thompson, 2009)
Build new relationships: Conflicts can bring people who had no previous relationship together. During the process of conflicts and its resolution they may find out that they have the same interest and this may create new relationship. (Thompson, 2009)
Interpersonal conflicts can be resolved: Sometimes engaging in and resolving conflicts with others can resolve inner conflicts. ( Thompson, 2009)
Group identities are maintained: During conflicts group members create clear boundaries to show which is in which group therefore being more defensive towards their group. (Thompson, 2009)
Now that we have had an overview of the different advantages and disadvantages of conflicts, let’s now look at the different types of conflicts in an organisation and why conflicts arise in workplace.
Conflict is a common part of workplace relationships. When people work together for more than 40 hours per week, there is bound to be conflict that arises between different parties.
Conflicts in workplace arise for several reason:
1. Managerial expectation
Sometimes, employees are not satisfied with the decisions taken by their managers. For instance: Some decisions might be unfair towards them causing conflicts. ( Exforsys, 2009)
2. Breakdown Communication
When a department requires information from another department and the department does not respond to them in time this may generate conflicts. (Eunson, 2012)
3. Misunderstanding information
Conflicts can arise from a simple misunderstanding of information. For example: Someone may misunderstand an information leading to a series of wrong input leading to conflicts among colleagues. (Eunson, 2012)
Types of conflicts in an organisation:
Conflict in organisations occurs in four major patterns
1. Vertical conflict: conflict occurring between two or more different hierarchical members of a distribution. (Eunson, 2012)
2. Horizontal Conflict: Occurs between people working at position within an organisation. Conflicts are usually over incompatible goals. (Eunson, 2012)
3. Staff – line conflicts: Occurs between people performing different types of tasks in different departments. ( Eunson, 2012)
4. Role conflict: might occur when misunderstanding arise over just what is a person real task at work. (Eunson, 2012)
It is important to have a conflict resolution strategy in place to deal with these situations when they arise. Conflict in the workplace can have a much wider and deeper effect than just the people involved in the actual conflict. It can affect the profitability and sustainability of the business if not managed properly.
Developing a dispute resolution process can reduce staff turnover and save your business time, money and unnecessary damage.
Here are different approaches in managing conflicts in the workplace:
Discussion
Often conflicts may arise because of miscommunication. And the best thing to do in that case is to set up time for a little discussion and solve the problems. (Anonymous, 2006)
Written Communication
If employees are hot tempered, then written communication is a good way to solve conflicts.
By writing letters instead of talking face to face, they have the opportunity to clearly think about the words they want to use. (Eunson, 2012)
Mediation
Sometimes the intervention of a third person is important. Two people can’t find a solution for their problem then the intervention of the third person and his ideas might be a solution. (Calif, 1997)
1. Managerial expectation
Sometimes, employees are not satisfied with the decisions taken by their managers. For instance: Some decisions might be unfair towards them causing conflicts. ( Exforsys, 2009)
2. Breakdown Communication
When a department requires information from another department and the department does not respond to them in time this may generate conflicts. (Eunson, 2012)
3. Misunderstanding information
Conflicts can arise from a simple misunderstanding of information. For example: Someone may misunderstand an information leading to a series of wrong input leading to conflicts among colleagues. (Eunson, 2012)
Types of conflicts in an organisation:
Conflict in organisations occurs in four major patterns
1. Vertical conflict: conflict occurring between two or more different hierarchical members of a distribution. (Eunson, 2012)
2. Horizontal Conflict: Occurs between people working at position within an organisation. Conflicts are usually over incompatible goals. (Eunson, 2012)
3. Staff – line conflicts: Occurs between people performing different types of tasks in different departments. ( Eunson, 2012)
4. Role conflict: might occur when misunderstanding arise over just what is a person real task at work. (Eunson, 2012)
It is important to have a conflict resolution strategy in place to deal with these situations when they arise. Conflict in the workplace can have a much wider and deeper effect than just the people involved in the actual conflict. It can affect the profitability and sustainability of the business if not managed properly.
Developing a dispute resolution process can reduce staff turnover and save your business time, money and unnecessary damage.
Here are different approaches in managing conflicts in the workplace:
Discussion
Often conflicts may arise because of miscommunication. And the best thing to do in that case is to set up time for a little discussion and solve the problems. (Anonymous, 2006)
Written Communication
If employees are hot tempered, then written communication is a good way to solve conflicts.
By writing letters instead of talking face to face, they have the opportunity to clearly think about the words they want to use. (Eunson, 2012)
Mediation
Sometimes the intervention of a third person is important. Two people can’t find a solution for their problem then the intervention of the third person and his ideas might be a solution. (Calif, 1997)
References:
Calif, S. (1997). Five tips how to manage conflicts. Orange county register. Retrieved from http://search.proquest.com.ezproxy.polytechnic.wa.edu.au:2048/pqcentral/docview/273023884/E611DEE1EA034A6BPQ/3?accountid=39715
Eunson, B. (2012). Communicating in the 21st century. Milton: Willey
Nwosu, J. C., & Makinde, O. G. (2014). Conflict management in an organisation. Kuwait Chapter of the Arabian Journal of Business and Management Review, 3(6), 28-38. Retrieved from http://search.proquest.com/docview/1510284229?accountid=39715
Thompson, J. (2009). Re: Positive Results Of Conflicts. [Web log post]. Retrieved from http://www.internationalpeaceandconflict.org/profiles/blogs/positive-results-from-conflict#.VEfS1_mUfcp
Why do conflicts arise. (2009). Retrieved from http://www.exforsys.com/career-center/conflict-management/why-conflicts-arise.html