Workplace disputes or conflicts may take different dimensions like grievance from an individual, a problem between an employee and the line manager, or a conflict between co-workers. Where people from different backgrounds come together and work towards a common goal, disputes are bound to arise which may have a negative impact on the work environment and productivity in general. This report examines the different types and nature of disputes that are common in the workplace and whether such disputes are the main factors that relate to an unhealthy and unhelpful work environment. The report is based on the study conducted in the service delivery unit in a financial institution. The study was conducted to understand the types of work-related disputes that occur on a daily basis and the people involved. The researcher unobtrusively observed the unit for five days where adequate information on 10 disputes was gathered.
Methodology
The information presented in this report was sourced through unobtrusive observation in the service delivery unit of a financial institution. The observation was conducted for five working days where different types of disagreements and disputes were recorded including their nature, the people involved and other information that could be helpful in drawing the final report. A report was then compiled based on the weeklong observation where the types and nature of disputes in the unit were identified. The report also incorporates information from secondary sources which helped enhance the study area
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Findings
Miscommunication Conflict
Where a number of a number of people come together and work for a common goal, communication is paramount and has to take place effectively for the attainment of that goal. However, where there is no information, misinformation, poor information, or clear and well-defined communication channel, assumptions emerge that gives room for misunderstandings (Forbes, 2012). In addition, the study found that often an individual can make a statement meaning one thing only for the statement to be perceived differently by the other party. Lack of clarity in communication, therefore, leads to the occurrence of such conflicts.
Personality Clash Conflict
Different people have different personalities in the face of other individuals. Through this study, it was found out that when an individual’s intentions are in doubt from their peer, disagreements happen. According to Jehn, (1995), disputes arise based on the perceptions of an individual’s emotions, attitude, character, and even habits. Often, when there is no open communication, perceptions come into play resulting in conflicts.
Working Style Conflicts
This study found that there are conflicts of working style in the unit when different individuals do the same task in different ways but end up with the same result. Disagreements occur if one person does not support the other's approach. For instance, an individual could prefer taking a team-oriented approach to complete a task while the other likes doing the task independently without any input from others. This type of dispute is also associated with the difference in speed when carrying out a task. McConnon&McConnon, (2010) stated that this type of conflict is as a result of a lack of understanding of an individual's personality where one does not see things from the other person's perspective.
Ethical Conflict
This type of conflict results from a difference in culture, beliefs, and background. From the study, it was established that disagreements occur when an individual was told to do what conflicted with their value system. Similarly, this also happens where one person is very honest while the other is very reckless. McConnon&McConnon, (2010) noted that differences in ethics may in a way foster hostility between individuals giving rise to ethics conflict. Striking a balance between the different individual beliefs is one way of dealing with the differences that may lead to this type of conflict.
Interdependence Conflict
The study established that conflicts happened where completion of a task by an individual was dependent on completion of part of the task by another individual, for instance, where the process was only complete upon authorization by the authorizer. In further support of this finding, Jehn & Mannix, (2001) found that this kind of conflict arises where there is a failure of one's accountability to the other. It often happens when someone else's output or input is required to get the job done. Clarity in every individual's role and responsibilities is key while at the same time ensuring that individuals are held responsible for their tasks will go a long way to alleviate such conflicts.
Division of Work Conflicts
This is one of the most common workplace conflicts. The study found out that individuals who do the same job often than not found themselves in heated discussions about who should perform which task. Sometimes, this conflict stems from the feeling that one is overworking while the other has been given a lesser workload. Whenever there are perceived unequal divisions of work among co-workers, it sets the ground for conflicts (Jehn, 1995). This conflict may also be seen in cases where an employee fails to complete a task and places the blame on the co-worker just to avoid being reprimanded, for instance where one fails to do daily reconciliations and shifts the blame to another person.
Available Resources Conflict
The study found that at times the available resources may not be enough to serve the needs of all the employees in the unit. Differences in opinion arise when one individual holds a different opinion from the other on how to utilize the available resources. In support of this finding, Omisore & Abiodun, (2014) stated that it is not unusual even for the best of co-workers to have conflicts resulting from usage of scarce resources at any given time.
Differences in Leadership
Different leaders exercise different leadership styles. From the study, it was found that conflicts arise when employees have to deal with different leaders at any given time as the employees tend to be confused and irritated with the different leadership styles they have to go through. For instance, some leaders may be open and direct while others could be dictatorial.
Conflicting Deadlines
Conflicts/disagreements in the unit also arise when different tasks have the same deadline and all of them have to be completed by one person. Pressure builds up under such a situation, especially where the tasks need some urgency. Under these circumstances, conflicts are bound to erupt if an employee cannot deliver the work on time.
Grapevine Conflicts
Gossip exists almost in every office. In some instances, it is as a result of miscommunication between individuals that give rise to something people gossip about which then transforms into rumors. Whenever the rumors reach the victim, it brings about conflicts which in most cases affect the working relationship between the people involved. In the long run, this affects productivity.
Recommendation and Conclusion
The findings presented in this report are from a focus on workplace conflicts from a single unit. It will be important if future studies focus on the entire institution to bring to light the organizational conflicts. However, the unit is a good sample that can be used to understand conflicts in the organization. The company should understand the different types of conflicts that arise and their impact on the employees and work environment. The company should, therefore, devise appropriate strategies that address each conflict to ensure that good working relationship is maintained and the work environment is not affected. Similarly, a study on how to embrace the conflicts and turn them into opportunities for delivering results can be considered.
People drawn from different backgrounds, beliefs, and traditions will always have divergent views resulting in some conflicts. Disputes are part of human's everyday life regardless of how much people may try to avoid them. For this reason, not all the time conflicts have to be seen to be a bad thing, sometimes if embraced they give opportunities to do things differently. Lack of conflict management skills is what brings about the negative consequences in the work environment. Whenever disagreements occur, the best resolution strategies have to be employed to ensure a friendly work environment. Any conflict can affect the working environment making the business less productive, therefore, the need to have an understanding of the major causes of the disagreements and the way to address the resulting disputes.
References
Forbes. (2012). Retrieved from https://www.forbes.com/sites/mikemyatt/2012/02/22/5-keys-to-dealing-with-workplace-conflict/#5c61cd421e95
Omisore, B., &Abiodun, A. (2014). Organizational Conflicts: Causes, Effects, and Remedies. International Journal Of Academic Research In Economics And Management Sciences , 3 (6). doi: 10.6007/ijarems/v3-i6/1351
Jehn, K., &Mannix, E. (2001). The Dynamic Nature of Conflict: A Longitudinal Study of Intragroup Conflict and Group Performance. Academy Of Management Journal , 44 (2), 238-251. doi: 10.5465/3069453
Jehn, K. (1995). A Multimethod Examination of the Benefits and Detriments of Intragroup Conflict. Administrative Science Quarterly , 40 (2), 256. doi: 10.2307/2393638
