Conflicts at a workplace can arise for various reasons, such as a difference in opinion, personality type, division of labour, work ethics, or lack of communication. Any conflict in a workplace can have a major impact on the employees’ productivity and the overall work environment. In some cases, they can result in just some bruised egos, while in others, they can result in significant financial loss to an employer. Therefore conflicts should not be taken lightly and should be resolved as soon as possible. According to Pollack Peacebuilding Systems, the first step to conflict management is identifying the type of conflict. On this page, you will find the three most common types of workplace conflicts and how to resolve them.
1. Interdependence Conflict
Interdependence is the degree to which people rely on others to complete their tasks. Conflicts due to interdependence are common in workplaces, and they often arise when there is stress at work. For example, when a deadline for a task approaches, it can create a conflict between the employees regarding finishing their share of the task on time. For instance, if a salesperson is late in completing the forecast for their region, the accountant might need more time to finalize the budget.
A solution to this conflict is clear communication and effective delegation of tasks. For example, suppose one worker is late to complete their task. In that case, the interdependent coworker should have a system to send a reminder or follow-up to that employee to ensure the task gets completed on time.
2. Leadership Conflict
Everyone has a unique leadership style, which can sometimes be a problem for their team members and result in conflicts. Some managers avoid micro-management and allow their team members to complete their tasks independently. In some cases, such managers prefer not to intervene in disputes between employees, which can be risky, as the conflict can escalate quickly.
On the other hand, managers that are overly strict and prefer to keep a close eye on their employees’ work can also create conflict. This type of conflict is most common when there is a change in leadership. The team members can find it challenging to adjust to the leadership style, leading to conflict between the manager and the team members or within the team.
To resolve such conflicts, the managers should assess the situation, set clear guidelines for each team member, identify the cause of the conflict, find a solution and, most importantly, stay neutral throughout this process. Leadership should not view conflicts as good or bad; rather, they should consider them as part of the process of building meaningful relationships at work.
3. Values Conflict
Differences in values such as political opinion, religious point of view, social norms, ethics, and beliefs can be a source of conflict in the workplace. Many organizations have strict rules against political, cultural, or religious discussions, which can help minimize such conflicts. However, they are still common.
Value conflicts can take a toll on workplace communication because they can trigger distrust amongst the workers of an organization. Ideally, you want to resolve such conflicts as early as possible, as they can worsen with time.
A good starting point is having a meaningful discussion with employees involved in the conflict to make them understand that they should respect the values of everyone and that differences should not affect their work. A manager or coworkers can act as mediators to help resolve value conflicts by listening, understanding, and finding a solution to the problem.