subject: How to Manage Conflict at Workplace [print this page] How to Manage Conflict at Workplace How to Manage Conflict at Workplace
A conflict can be understood as the disagreement between two or more individuals or groups over a matter of mutual interest and benefit.
A conflict can be understood as the disagreement between two or more individuals or groups over a matter of mutual interest and benefit. Conflicts may arise when one individual or group feels that the actions of the other party may prove to be an obstacle in attaining one's goals. Additionally, conflict may occur when there is a significant difference in the perceptions of both parties, or when the goals of both parties vary.
Types of conflict:
Conflicts can be intrapersonal (internal conflict within a person), interpersonal (conflict that arises due to threat to one's self-concept), or intergroup (conflicts between 2 or more groups of people).
How a conflict develops:
Incompatibility: This arises due to poor communication and certain personal factors can give way to conflicts. Barriers to communication, noise or disturbance during communication, selective perception, lack or surplus of information, value systems may differ from others, low self-esteem, high aggression in either of the parties, differences in tastes and preferences, may give rise to conflicts.
Personalization: At this stage, the individual or group develops a sense of opposition to the other party. The conflict may become personal with one's emotions in the picture.
Resource shortage: Shortage of resources like manpower, funds, infrastructure, etc can cause conflicts. When individuals or team want to utilize the resources for different purposes, it can lead to shortage of resources.
Prejudging intentions: Here, the individual / group tend to decipher the intention of the other party, in advance, and base their next course of action accordingly.
Actions: As conflict continues expression of statements, actions and reactions surface. This makes the conflict obvious to outsiders as well.
Results: Consequences come forth from interaction among the conflicting parties and it may have a positive or negative impact on the parties involved.
Resolving conflicts:
There are many techniques to resolve conflicts at the workplace.
Face-to-face meeting of the parties involved give them a chance to discuss the cause of the conflict and solve the problem at hand.
Parties can arrive at a common goal or interest that can be achieved together.
Conflicts that are caused by resource shortage, can be resolved by increasing flow of resources.
Withdrawal or suppression of the conflict. Though this method is not a real solution to the problem, it does help to ease the tensions for a while.
Parties can reduce the focus on the differences between them, if they highlight and enhance the factors that generate team spirit and cooperation.
Conflicting groups can mutually agree to give up something that is of value to each of them.
Include a third person to mediate and help resolve the differences.
Undertake behavioural changes either through training or counselling to change an individual or a group's attitude and belief that hamper's agreement.
Prevention of conflicts:
While it is great to learn the tricks of conflict management, it's even better when one is equipped with the know-how of preventing conflicts.
Identifying differences of perception and discussing them immediately nips the problem in the bud.
Having clarity on goals, responsibilities and expectations.
Acknowledge the other's contribution, talent and expertise helps maintain motivation levels and reduces the chance of conflict.
