Running Head: WORKPLACE CONFLICT AND HOW TO PROPERLY RESOLVE IT

Workplace Conflict and How to Properly Resolve It

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One of the most common types of conflict I have experienced in the workplace is the

interdependency based conflict. It is when one has to depend on another employee’s co-operation

to do their job. It could result in disagreement. For instance, one employee of the sales team in my

place of work is frequently late to input scheduled sales figures. Thus, forcing the bookkeeper to

delay when filing the reports. In this case, the conflict was resolved by clarifying the

responsibilities and role. And making sure that each member of staff is held responsible for their

duties.

Personally, I deal with conflict that may arise due to cultural based dissension by a striking

and establishing a balance between the differences. The differences may occur due to differences

in race, ethnicity, and age. In terms of personality clashes, the suitable way to confront such a

situation as highlighted in Currie et al. (2017) is to take into consideration others emotional state.

This was achieved by inspiring my team members to cast their ego’s aside.

Conflict in the workplace can arise due to the difference of view that occurs. I have

experienced a dispute that arose due to a difference of opinion or suggestion. Sometimes it could

be due to complaints, depression, job satisfaction as well as the change of leadership. The most

common cause of conflict in the workplace arises due to poor communication. Another piece of

the puzzle is the emotional reactions to stress, which may lead to misunderstanding of self and

others. Beginning with self, numerous employees come into the workplace with impaired

perceptions. It could be a result of childhood trauma, or not obtaining proper training on how to

be respectful of others. To illustrate, if one of the employees is not readily accepted by other

employees, the perception that the current employees are against them. Thus, making them

unforgiving and defensive (Raines, 2019).

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The other employees may not understand the situation an individual is in which in turn

view the behavior of this individual in question as wired. They make it a point of shunning away

from this individual. The point is employees may bring their issues to the work pace and don’t

even realize it.

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References

Currie, D., Gormley, T., Roche, B., & Teague, P. (2017). The management of workplace conflict:

Contrasting pathways in the HRM literature. International Journal of Management

Reviews, 19(4), 492-509.

Raines, S. S. (2019). Conflict management for managers: Resolving workplace, client, and policy

disputes. Rowman & Littlefield.