Conflicts in the Workplace, Negative Acts and Health Consequences
Castellini, G. (2022). Conflicts in the Workplace, Negative Acts and Health Consequences: Evidence From a Clinical Evaluation. Industrial Health , 1–31. Conflicts in the workplace, negative acts and health consequences: evidence from a clinical evaluation
Background & Theory
This article focuses on interpersonal conflicts in the workplace, and what causes these conflicts to heighten. The main variables that are elucidated within the article correspond to high pressures in the workplace, high competitiveness with other colleagues, and market globalization. When these conflicts are not addressed, there are high physical health consequences as well as mental health implications. Furthermore, this article shows methods in which to manage conflict but also prevent them from occurring.
- How can we prevent interpersonal workplace conflict?
- If conflicts aren’t de-escalated accordingly, what are the implications involved?
Methods and variables listed through the studies around conflict within the workplace:
Chronic Adjustment Disorder:
The study shows that many people suffer from this disorder due to pressures at work, a competitive atmosphere, but also in feeling targeted or victimized by a corporate strategy in place. Through the research, it shows the best method of navigating through this is through psychological and / or pharmacological therapy.
Work-related Stress Disorder:
The studies show that when recurrent emotional behaviors are coming into play within the workplace, it’s due to an immense amount of stress the staff is facing. The research shows that this occurs when there is an imbalance between the individual’s lack of resources, and the high demands and pressures within their respected job. A method in solving this is creating workshops around communication, de escalation tactics, and hosting mediations if possible.
In life, there are often times our personal life carries through to our professional life. This emotional disorder directly correlates to our interpersonal conflicts and how they interfere with our performance within the workplace. A method shown to navigate through this is through talk therapy and coaching sessions.
The results through the studies show that there are severe health consequences for employees that don’t have the resources to deal with the daily stress and pressures within their job. It is crucial that upper management provides tools to de-escalate conflict before health conditions suffer more. There are legal implications to these conflicts, and also causes retention rates to be extremely high if these employees and staff don’t feel psychologically safe at work.
What This Means
- Working relationships are based on respect and dignity of the person both as an individual and an employee
- De escalation tactics and improving communication across the team is vital in providing a positive company culture
- Health risks are associated with the amount of stress and negativity within the workplace for employees
For consultants: It is important to create an atmosphere of psychological safety in order for people to truly voice their concerns and get to the root of the problem.
For everyone: We should all take time to lean on outside resources and professionals in conflict resolution or psychology to consult about our conflicts in order to have an outlet of releasing negative emotion.