Conflict is inevitable wherever there are people. Each of us has our own values, habits and needs, making it easy to misunderstand, irritate or even fall into conflict.
Unchecked conflict can lead to bad decisions, to outright disputes or bullying. The teamwork is ruined, morale plummets, and projects come to a grinding halt. The organisations are hit by wasted talent, increased absenteeism and staff turnover.
Conflict can be resolved. It can also bring to light issues, strengthen relationships and spark innovation, so long as it is not ignored.
There are different types of conflicts, caused by different factors, and different paths to resolve them. To identify conflict between people and to help them overcome conflict, Workplace mediation is recommended. For more information, visit https://risehr.co.uk/services/workplace-mediation/
Conflict Resolution Definition
Conflicts at work can be divided into two main categories.
- Conflicts of personality or disagreements among individuals. These conflicts are fuelled by emotions like anger, frustration and stress.
- Substantive Conflict is a tangible conflict that has a task-related nature, such as the decisions made by leaders, the performance or reorientation of your company.
Unresolved conflicts can lead to wider disputes between departments, teams or businesses. Conflict resolution is the process of identifying and resolving disputes or disagreements among employees within a professional environment.
What causes conflict at work?
The following are some of the most common workplace conflicts:
- Uncertain responsibilities. Some team members might feel that they are doing more work than their colleagues, or may resent others who have less responsibilities. Duplicated work or incomplete tasks can lead to frustration and blame.
- Resources are in competition. Resources such as time, money, materials and equipment are limited. Conflict can result from the competition for these resources.
- Different Interests. Some people may be more focused on their own personal goals or those of their department than the organisational ones. They may be frustrated and held up by those who are relying on them to perform their job effectively.
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