Conflict can be reviewed as a clash between incompatible people with different

ideas and interests.

i.

By providing some specific examples of conflict at your workplace,

examine some of the causes of conflict.
Conflict between team members comes from several sources. Some conflicts have
their basis in how people behave, while others come from disagreements about the
nature of the team's work and how it is being accomplished.
Competing interests: Conflict can arise when people have mutually incompatible
desires or needs. For example, two team members with similar skills may both

want a certain assignment, leaving the one who doesn't receive it resentful.
Different behavioral styles or preferences: Individuals may clash over their
respective work habits, attention to detail, communication practices, or tone of
expression. While these can affect coordination of interdependent tasks, they can

especially inhibit direct collaboration.

Competition over resources: Members may fight over the limited resources
available to accomplish the team's tasks. For example, if two people both rely on
the action of a third person to meet identical deadlines, disagreements might arise

over whose work should receive that person's attention first.

Failure to follow team norms: A team member creates conflict when she
displays attitudes or behaviors that go against the team's agreement about how it
will function. If a group norm calls for prompt arrival at meetings and prohibits
the use of mobile devices during discussions, ignoring these practices can

engender conflict.
Performance deficiencies: When some team members are either not contributing
their share of effort or not performing at the expected level of quality, the
impositions that result can create friction, which may be heightened when critical

or highly visible tasks are involved.

Poor communication: When team members do not share relevant information with
each other, people may make decisions or take actions that others consider
inappropriate or even harmful. Blame and questions about motives can result,
creating discord among the team.

Ambiguity about means and ends: Lack of clarity about tasks, strategies,
and/or goals can lead people to make assumptions that others do not share or
agree with, which can result in conflict.

Examples conflict in the workplace

Conflict has a bad reputation. Most often, conflict is associated with raised voices, heated debates, and
high frustration. While these associations are sometimes accurate, particularly when destructive
behaviors are present, it is important to consider the benefits of productive conflict: creativity. The
famous adage, two heads are better than one is precisely about the advantages of conflict, for it assumes
that two minds will have separate perspectives, experiences, and ideas. Diversity and communication are
hallmarks of a great team, and the occasional root of clashes in the office. Conflict is a good thing; its
our response that makes conflict either a creative or destructive process. Here are a few common causes
of conflict in the workplace.

1. Personality Differences
The workplace brings together a wide array of personalities. Building awareness of
personality differences is an important first step on the road to valuing and leveraging
those differences. Differences give us more in terms of problem solving and creativity,
and differences in the workplace go way beyond personalities. In the myriad of different
backgrounds, genders, cultures, political and religious beliefs, there are countless
opportunities for ruffled feathers. The best cure is respectful communication. Whether
the issue involves an offense to core values or simply the irritation of pet peeves, it is
important to share perceptions and establish boundaries. Too often, people avoid difficult
conversations in hopes that a problem will just go away, which of course it rarely does.
By addressing an issue promptly, it improves the chances for a peaceful resolution and
common understanding. But if its put on the back burner, emotions may surface when
anger levels are high, and increase the chances of an unproductive, high volume blowout.
2. Non-Compliance with Rules and Policies
Whether you are pestered by anothers disregard for company policy, or are rebelling
against a rule yourself, non-compliance is a common gateway to office conflict. Rules
are usually in place for a reason; so whichever side of a policy dispute you may find

yourself, you should be clear about why a rule is in place, and what the consequences are
for slip-ups. If agreement cannot be reached between differing parties or the rules
themselves, it may be a good idea to look for a helpful mediator to resolve the issue. Just
remember to keep the focus on the issue, not the person.

3. Misunderstandings
Botched communication is one of the top reasons for conflict in and out of the office. A
great way to proactively decrease the potential for crossed wires is to avoid making
assumptions by creating a team or partner agreement. These customized agreements
become the rules of the road for the relationship and help to clarify for colleagues and
teams, the dos and donts of workplace behavior and communication. Once there is
agreement on how to behave, misunderstandings can be further reduced by being skillful
at effective listening, giving full attention, being genuinely interested, catching nonverbal messages, paraphrasing, and showing a willingness to collaborate. While its never
fun to document issues, if your thorough attempts to communicate effectively arent
working, keeping a record of communications can be a safety net when dealing with
frequent mis-communicators.
4. Competition
Sometimes quotas and incentives can make it easy to forget the big picture. We stop
seeing others as team members and start to see them as competitors. Healthy competition
is a good motivator, but sometimes it inspires anti-productive behavior and unsavory
results. The best defense in a highly competitive environment is managing your own
emotions. Accept what emotions arise and deal with them positively. Tired of always
coming in second or third? Start focusing on competing with yourself rather than others.
Remember that one persons success is good for the team on a whole.

ii. With examples of conflicts at your workplace, and explain the strategic

approaches on how you would to resolve it from your perspective

1. Tackle the issue after both parties have calmed down. If you're working on a group project
and find that one of your team members isn't pulling his or her weight, it's best to discuss the
issue before it escalates, says David W. Ballard, a psychologist and head of the American
Psychological Association's Psychologically Healthy Workplace Program. "Address the issue
early, before it turns into a bigger problem, but be sure to wait until things have cooled down," he
says. "It's difficult to have a productive discussion if you and your co-worker are angry or upset.
Wait until you are both clear-headed."
2. Maintain a positive outlook. Maybe your co-worker routinely takes credit for your ideasa
common occurrence in a competitive work environment. Rather than accuse her angrily, consider
airing your complaints calmly. Keep an open mind throughout, and try not to assume that she
will be unreceptive to your concerns. "Try talking directly with the person you are having the
conflict with. Meet in a neutral place, remain calm, and treat the other person with respect," says
Ballard. "Don't assume the other person is hostile or unwilling to work out a solution. If you're
entering the conversation with negative expectations, you may unwittingly elicit the very
reactions you are trying to avoid."
3. Practice "active listening." Passed over for a promotion you really wanted and felt you
deserved? When you approach your manager about it, don't just fire off concerns. Hear her out.
"Pay attention, ask questions, try to understand the other person's perspective, and acknowledge
the emotions that both of you are experiencing," says Ballard. "When discussing the conflict,
focus on the behaviors needed for a resolution. This will keep the discussion focused on the issue
or problem, rather than turning it into a personality clash that may further escalate the conflict."
4. Ask the other person to suggest a solution. Maybe your cubicle mate's excessive personal
calls are really starting to get under your skin. Rather than tell him off, consider addressing the
issue at a time when you're both relaxed. "Consider various approaches and be open to ideas
other than your own. Agree on a solution that both parties will be satisfied with and then discuss
a plan for next steps," says Ballard.

5. Consider your role in the conflict. Being the first to gossip about a co-worker doesn't make
you the devil. Just don't be surprised if the rumor gets back to said co-worker and she confronts
you about it. In situations like these, Ballard urges employees to take responsibility for their
actions and try to forgive and forget. "Be able to let go and move on after addressing the
problem," he says. "You and your co-worker don't necessarily have to be great friends, but you
do need to be able to work together in a collegial and professional manner."
6. Organize a staff meeting. Annoyed by a messy co-worker who routinely forgets to wipe
down the common-room table after lunch? This can really gnaw on your nerves, particularly if
you go to great lengths to ensure a clean workspace.