Understanding Conflict  

24/01/2024

Workplace conflicts are like storm clouds on the horizon – inevitable and potentially disruptive. Understanding the nature of conflict, its causes, and effective strategies for resolution is crucial for maintaining a healthy work environment and preventing disruption.   

At its core, conflict in the workplace is when an individual or group perceives differences between themselves and another about interests and resources, beliefs, values, or practices. This expressed struggle can manifest in three main types of conflict: relational, task, and process conflicts. Relational conflicts involve interpersonal clashes, task conflicts arise from disagreements on decisions, and process conflicts stem from controversies about how tasks should be accomplished.  

 

Causes of Workplace Conflict  

Various factors can contribute to the escalation of conflicts. Some of the most common include psychosocial demands of:  

  • High workloads   

  • Cognitive demands  

  • Role conflict  

These three demands lead to energy depletion and result in interpersonal frustration with a lack of energy to effectively manage conflict and resolution.   

 

In addition, misalignment of values and ethical stances among team members can decrease trust between individuals which reduces information sharing, causing conflicts and hindering overall team effectiveness. In contrast, when individuals' values and ethical perspectives align, there is a greater sense of team identity which in turn enhances information sharing and openness, ultimately reducing the chance of conflict.   

 

How to Manage Conflict  

Organisational level   

Enhancing perceived organisational support by:  

  • Creating open communication channels   

  • Offering professional and career development opportunities    

  • Giving job security assurance   

  • Revealing important information about employees’ interests as soon as possible   

  • Communication changes and key decisions to prevent ambiguous environments 

  • Managing work design to reduce job demands   

 

Building a positive conflict management climate   

Establishing a robust conflict management climate within the organisation is essential. This begins by creating a psychologically safe environment where individuals feel safe to bring up concerns at their onset and seek resolution sooner than later. Secondly, having procecdures in place with where to go and what to do when conflict and frustration arise can give individuals confidence and direction when working through conflict.    

 

Team level   

Enhancing psychological safety 

Psychological safety gives individuals a sense of safety to voice concerns and suggestions without fear of reprimand. When this happens, communication within the team is open and transparent, allowing potential conflicts to be dealt with before they escalate.   

Enhancing connections

Fostering a sense of connection and common identity within teams can prevent interpersonal conflicts. When individuals see one another as friends rather than competition, there’s less chance of conflict arising, and in the case that it does, individuals are more willing to collaborate on a resolution.  

 

Individual level   

Building emotional intelligence

Individuals with high emotional intelligence (EI) are better equipped to navigate conflicts. Improving EI involves understanding and expressing oneself, understanding others, and effectively coping with daily demands, challenges, and pressures. Research shows that individuals higher in emotional intelligence have fewer conflicts in the workplace and greater conflict management skills. Finally, being able to regulate your own emotions can help you remain calm during conflict and respond more rationally than reactively.    

 

External support   

Mediation specialist

In situations where conflicts persist, bringing in a mediator can be a valuable resource. Mediators help align values, manage emotions, and facilitate clearer communication, ultimately contributing to conflict resolution. If you would like to learn more about how Veraison’s mediation and conflict resolution services can assist you, read more here:  https://www.veraison.com.au/teams/conflict-resolution/   

Work design and culture specialist

Addressing work design can be a big task. Bringing in an external specialist can offer an objective and evidence-based lens as to what needs to be improved. If you think a specialist could help in creating a more efficient work design, check out our team of specialists here at Veraison:  https://www.veraison.com.au/organisations/culture-optimisation-programs/  

   

Workplace conflicts are an inevitable part of organisational life, but they need not be obstacles. By understanding the nature of conflicts, addressing their root causes, and implementing effective conflict resolution strategies, organisations can foster a healthier and more productive work environment. Remember, the key lies in proactive management, open communication, and a commitment to creating a workplace where conflicts are opportunities for growth rather than roadblocks to success.