Whether it’s a case of petty gossip or a full-blown argument, such disagreements result in low morale, poor decision making, angry employees, expensive productivity loss, stress-related medical conditions, and an unbelievable amount of wasted time. And the worst part is that if such conflicts are left unresolved, they can balloon into costly lawsuits.
The Global Human Capital Report July 2008 on Workplace Conflict and how Business can Harness it to Thrive (CPP_Global_Human_Capital_Report_Workplace_Conflict) highlighted the top five reasons for workplace conflict in the United States. They are:
- Personality Clashes
- Warring Egos
- Performance Management
- Stress
- Heavy Workloads
The five different ways to handle conflict can be one of the following or a combination of all:
- Collaboration – the win-win is the ideal solution to any problems. This approach can therefore been seen as a great goal. This allows all parties to meet their needs. Collaboration relies on trust and communication.
- Avoidance – This might appear to involve simply ignoring the conflict. However, there are many positive aspects to avoiding the conflict. We all know that sleeping on it can help us calm down and think about what we really want.
- Accommodation – This involves understanding what the other person wants out of the situation and doing whatever you can to ensure that this happens. Instead of your own needs being met, you are choosing to invest in the relationship. This is a great approach when dealing with customer related conflicts and when your team wants to develop and maintain relationships.
- Competition – Sometimes it is more important to get what you want. This tends to be a valid strategy in two situations, either where what is under discussion is just too important to risk, for example, ethics or core values. Or where your relationship with the others involved is not important to you. Taking this approach may get you want you want in the short term but it will probably be at the expense of the long term relationship.
- Compromise – This is often seen by those who use it as the mature approach to take. This option will often be chosen by those who wish to avoid the emotional aspects of the conflict. Aiming for a quick and equitable resolution, may end up feeling equally unhappy. This style is moderately cooperative and assertive.
References:
- Global Human Capital Report, (CCP, Inc.) (2008).
- Workplace Conflict and How Businesses Can Harness It To Thrive.
- Gurchiek, K. (2008) . Don’t Let Conflict Go Unchecked. SHRM.org
- Gurchiek, K. (2008). Managed Right, Conflict Can Help Organizations”. SHRM.org
- Davis, N.M. (2012). Conflict Resolution: Let Employee Find the Solutions. SHRM.org
- Patterson, Grenny, McMillion, & Switzer (2011). Crucial Conversations (2ed)
