The working environment is made up of different people with unique personalities. These personalities fall under four different categories which include dominant, conscientious, influential and steady. These different personalities may result in conflict at work and different strategies may be used in solving these conflicts.
My identified type of personality is consul (ESFJ personality). I like knowing about other people social life. I encourage, lift and strengthen. I spend time encouraging other people in our working environment and enjoy engaging with others. My partner personality is that of a defender (ISFJ personality). She has a well-developed people skill and has a robust social relationship. The challenge of her character is that she judges people and situation and are often receptive to change and new ideas.
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My communication style is persuasive and friendly. I reply quickly and thinks on my feet. I love to do my communication in person rather than in written form. I am is the kind of people who are indirectly aggressive. For the ISFJ personality individuals like my friend their communication style is friendly, supportive, and practical to the point. She is keen to build consensus with the people she is involved in the conversation. The problem with my friend is that in the process of communication she feels that I should share her opinions and interests. It is the main cause of conflict between the two of us.
The above types of personality can result in workplace conflict. Some of these conflicts include interdependence conflicts, differences in styles, leadership style conflicts, differences in background, and personality clash. Interdependent conflict arises when people work as a team meaning that each one is dependent on others co-operation or input to get the work done. Also, differences can occur when people prefer different ways of getting a job done. Conflict can arise between people because of educational background, ethnic heritage, age, gender, and personal experience differences. In working environments, people have different ways of leading and it might cause confusion that leads to conflicts in the team. Personality types of conflicts are ignited by perceptions and emotions about someone’s motives and character. All these conflicts are experienced in working environments are must be tamed. It is the reason why in most organizations people are taught about conflict management.
Conflict management process aims at achieving peace between parties that are in differences. Different strategies can be adopted in the process of conflict management. Accommodating strategy aims at yielding where one party is willing to forgo their position in order to preserve harmony and relationships in the organization at all cost. It is useful here one party realize that they are wrong or their stand is less appealing compared to an alternative. Compromising strategy refers to the process of bargaining where opposing sides agree to settle on a different solution than what each is offering. It is a method that is used to arrive at a temporary solution to a complex problem such as the methods of leadership employed by various leaders. A collaborating strategy where a mutual solution is sought when the interests of both sides are too important to be compromised. The competing strategy is a negative way of conflict management. The approach is to ensure that the conflict parties compete to win at all costs. The method is characterized by high assertiveness and low-cooperation among employees. The avoiding strategy as the last option is used to solve conflicts that are hard to be solved.
