Updated: Jun 2
Conflict occurs when one person, group, or party is negatively affected by the actions and interests of another person, group, or party, or simply feels that way. Conflict is very common in the workplace and sometimes it gets so out of control that it ends in an argument or a fight.
The American workplace is diverse and there can be a variety of reasons that can lead to a conflict of interest between employees. For example, an employee may feel that they are in danger of losing their job or position because a colleague is more assertive or works harder.
Supervisors have a key role to play in resolving workplace conflict. Their proactive approach to creating a positive and enjoyable work environment will result in a highly motivated and engaged workforce that delivers perfect products or services.
Causes of conflict
Conflict causes employees to behave irrationally and is usually associated with emotions such as sadness, fear, bitterness, anger, disappointment and hopelessness. These emotions can cause an employee to react in a passive-aggressive or aggressive manner, depending on their personality, and eventually withdraw. According to one survey, the majority of workers reported struggling with some form of conflict in the workplace. The main causes of conflict cited were personality clashes that can arise from differing values, stress due to a heavy workload, and ego wars or other emotions. According to Simpao, the causes of conflict in the workplace include poor communication, emotions, values, work structure, and the history of the conflicting parties.
Poor communication is one of the most important causes of conflict, not only in the workplace but also in many social settings, including the family. The parties involved usually misunderstand each other because they send confusing messages for a variety of reasons, such as not listening to each other with full attention or simply not waiting until a presentation is over. Communication in all its forms should be well established and all employees should be continuously trained to follow the company's communication etiquette.
Supervisors are the role models in promoting clear and concise communication in both oral and written forms. Employees must be encouraged to view differing opinions as an asset to the company, and it is okay to bring a different point of view to the table. Supervisors should encourage employees to contribute innovative ideas to improve productivity or the company's product or service offerings. Unfortunately, in some workplaces with poor supervision, employees' different approaches or methods can lead to harmful conflict for the team.
People have different values, especially in a diverse workplace. Values can become a source of conflict because employees do not value the same things. This can be overcome with diversity and inclusion programs that help embrace differences and respect the values of others, no matter how different they are and how ridiculous they may seem to others. Supervisors should have the basic knowledge and skills to lead a diverse team and set the tone for inclusion for all. The supervisor's inclusive approach to all employees will be a clear communication of respect that welcomes differences, minimizes conflict and maximizes engagement to achieve perfect results.
Company structure and overuse of resources by certain individuals or groups can lead to conflict among employees. The chain of command, reporting, interdepartmental relationships, supply chain, distribution, customer relations, and all other parts of the organization should be carefully planned and executed to avoid conflict among employees or groups. Supervisors should continually receive candid feedback from employees at all levels on the questions "What is working best?" and "What needs to be improved?" and remove the obstacles or present them to upper management to implement policies, procedures or systems to promote effectiveness. The organization's resources should be distributed in a balanced manner.
There are several ways for supervisors to manage conflict in the workplace. Although the above causes of conflict and strategies for managing conflict are designed to prevent conflict from occurring in the first place, conflict can arise for any reason and at any time in the workplace. The strategies to help supervisors manage conflict and restore the workplace to its original state by using these approaches;
Each strategy is useful in certain situations. Competition, for example, means that a supervisor uses his or her authority to assert the interests of one party over those of the other. This sometimes seems harsh compared to compromise or collaboration, but may be necessary when one's rights must be defended. Strategies such as compromise, accommodation, and cooperation should be used in most conflict situations because they force a compromise between the parties or accommodate the interests of the others.
All of the above conflicts can be referred to as dysfunctional conflicts, as they can damage the work environment and lead to employee disengagement at certain levels and in certain forms. Functional conflict in the workplace, on the other hand, can promote positive outcomes, innovation and creativity, which most companies need to remain competitive in the marketplace. Functional conflict between employees should be encouraged, and supervisors should manage it well to get the best out of employees. Functional conflicts make employees feel valued. When they contribute to the company, their identity and sense of responsibility are strengthened, and the company benefits.