Factors Responsible for Conflict

Poor governance reduces productivity, erodes trust in the organization, and raises animosity, all of which can lead to various internal conflicts. Discrepancies in social interactions, unclear organizational structures, member rivalry, budget cuts, and staff layoffs are all common causes of workplace conflict (Al-Mamary, 2019). Furthermore, conflict within an organization can be experienced at any level and triggered by a wide range of issues in the workplace. Some less obvious reasons for conflict in the workplace include breakdowns in communication, differences in personality and values, ambiguity regarding responsibilities, and social status. Conflicts can also intensify because of miscommunication during communication (Maneerutt, 2021). One person’s reaction to misunderstanding a message or being denied access to information might be anger and irritation. An additional contributor to conflict is shared reliance on resources.

NUR FPX 3700 Assessment 4 Conflict Negotiation and Resolution

Tensions will surely arise when multiple divisions compete for the same resource set. A case where one person perpetually triumphs and another perpetually suffers emerges when there are insufficient services to go around. Factors such as gender, ethnic origin, and culture also have substantial effects on workplace conflict. Every debate has a cultural aspect that affects where it matters most, how we define ourselves and the boundaries within which we operate.

Effects of Conflict 

There are both beneficial and detrimental ways in which conflict in the workplace can impact workers, managers, and customers.

Disagreements are a common source of worksite disruption, employee dissatisfaction, decreased productivity, and adverse effects on the bottom line (Racherla, 2020). At odds with one another, individuals are more likely to put their requirements ahead of those of the team or their coworkers. Arguments can prevent people from working together effectively, which can be detrimental to the success of businesses and individuals alike.

Disagreement in the organization is generally accepted as the leading source of stress (Haahr et al., 2019). Evidence also links the stress levels caused by the conflict to physical ailments. Workplace productivity may experience a “domino effect” when stress and strained relationships spread throughout an organization. Consequently, unresolved problems may lead to a rise in dismissals.

Employees at odds with one another are less likely to provide excellent customer service or create products that satisfy customers’ needs, which can cause them to defect to a competitor and cost businesses money.

However, a healthy amount of disagreement can benefit a company’s success. Because of this, everyone’s efforts and output improve across the board. Conflict situations often bring out the best in people eager to demonstrate their worth (Russell, 2022). It is beneficial to the organization because it encourages creative thinking. In addition, the threat of rivalry prompts top executives to realign company resources toward common objectives.

Conflict Resolution Style

The first and most crucial step in resolving a conflict and recognizing the issue’s core before troubleshooting solutions is merely responding to employees’ grievances. Institutional leaders should also encourage open lines of communication and creative problem-solving among all stakeholders (Puccio et al., 2019). In the end, the staff will benefit from their disagreements because they will have gained new perspectives.

Compromise, cooperation, accommodations, and evasion are the main phases in adopting and implementing a conflict resolution strategy (Maiti & Choi, 2021). Different approaches to settling a power struggle in a group or organization exist. We make the appropriate modifications to steer the company in the right direction. The accommodation method encourages open dialogue among workers, while top brass backs initiatives that foster team spirit (Maiti & Choi, 2021). A second benefit of collaboration is that it will emphasize teamwork, increasing morale and productivity among workers.

Five methods can be used to settle disputes. There are many ways to handle situations, such as regulating, accepting, meditating, arbitrating, and eradicating them (Pollack Peacebuilding, 2022). If there is a disagreement, management will call a meeting with everyone involved to discuss the issues. When two workers disagree with something, whether personal or professional, this is one approach to resolving the situation.