When you get a group of different personalities together for the sake of a common goal, you’re bound to run into a few snafus now and again. Different work styles, goals, and attitudes can make conflict an inevitability in the workplace, and if you’re tasked with managing those conflicts or want to exercise your leadership skills, understanding the different types of conflict in the workplace can get you ahead of the game so employee conflict resolution is within reach.
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7 Type of Conflicts in Organizations
There are different types of conflict in the workplace, and understanding them can give you some insight into how to solve them effectively. Here are a few examples of workplace conflicts:
1. Interpersonal Conflict
When you gather a diverse group of individuals to work towards a common goal, it’s almost inevitable that conflicts arise. One of the most common workplace conflicts is interpersonal conflict, where two or more people clash over different work styles, workplace culture change, or the stress of looming deadlines.
These conflicts can either simmer quietly or flare up, threatening to disrupt team cohesion and morale.
Interpersonal Conflict Example
In a fast-paced sales environment, the pressure to meet quarterly targets is always on. Jack, a veteran salesperson, prefers a methodical approach to his sales pitches, while his new colleague, Linda, adopts a more aggressive, high-energy style.
Their differing methods soon lead to friction as each accuses the other of either slowing down the team or risking potential client relationships.
The conflict here stemmed from poor communication and a clash of working styles between Jack and Linda. Jack felt that Linda’s aggressive approach might alienate long-term clients, while Linda believed Jack’s methods were too slow, potentially causing the team to miss out on new opportunities.
Interpersonal Conflict Resolution
To resolve the workplace conflict, their manager decided to intervene by organizing a workshop focused on resolving conflicts through better communication. During the workshop, Jack and Linda were encouraged to express their concerns openly and to listen to each other without interruption. The manager introduced a role-reversal exercise, where Jack and Linda had to present a pitch in the other’s style.
This exercise not only highlighted the strengths of each approach but also showed how combining their methods could lead to better results. Gradually, they learned to appreciate each other’s strategies and agreed to handle conflict by seeking a blend of their styles, especially when dealing with different types of clients.
2. Individual vs. the Group
This type of conflict resolution in the workplace is when more people are involved. In situations where one person disagrees with the working order of a group or team dynamic, things can get a little tricky. Not only can this create a hiccup in productivity among colleagues, but it can also include a dispute between a manager and his or her employees.
In this case, a manager may utilize disciplinary action that may not create the desired effect in the end. This type of workplace conflict has the capacity to spread quickly through word of mouth and may have big impacts on employee morale, so it’s important to stay ahead of it and act quickly.
Individual vs. the Group Conflict Example
Sarah, a new team member in the marketing department, finds herself in a heated disagreement over the upcoming project direction. The conflict stems from fundamental differences in opinion between Sarah and the established group, who have worked together for years.
Sarah feels that her innovative ideas are being overlooked in favor of the traditional methods that the department has always used. As the tensions rise, productivity stumbles, affecting the whole team’s ability to meet deadlines. This kind of conflict in the workplace is not just about clashing personalities but about how diverse ideas are integrated into a company culture that may be resistant to change.
Individual vs. the Group Conflict Resolution
To resolve this conflict, the manager, Mr. Thompson, decides to step in. Rather than imposing disciplinary action, which could exacerbate feelings of alienation, he opts for a different leadership style. Mr. Thompson arranges a team meeting focused on conflict management through active listening.
During the meeting, he encourages Sarah to present her ideas again, this time asking everyone to hold their feedback until she finishes. Afterward, he facilitates a discussion where each team member, including Sarah, explores how these new ideas might align with the company’s goals.
Mr. Thompson’s leadership style encourages open dialogue and ensures that all voices are heard, respecting employees’ work assignments while steering the conversation toward how they can collectively resolve conflict. By the end of the session, the team agrees to experiment with a blend of both traditional and new approaches for the upcoming project, fostering a sense of unity and innovation within the team.
This method not only helps in resolving conflict but also enriches strategies for handling workplace conflicts, making it an integral part of the company culture.
3. Interdepartmental Disputes
This list of types of conflict in the workplace takes into account the larger picture of an organization and what comprises it. In other words, within an organization, there are smaller networks of groups that oftentimes rely on each other or utilize each others’ skills and responsibilities.
When there’s a miscommunication, misunderstanding, or all-out conflict between groups, resolution can get a little confusing. Assuming both groups have different managers, it may be critical for each employer to get involved and work collaboratively towards a solution.
Interdepartmental Conflict Example
In a bustling software company, the Sales and IT departments clashed over a new client management system. The IT team designed the system focusing on technical efficiency without considering the Sales team’s need for user-friendly interfaces.
This type of conflict in the workplace caused frustration as Sales struggled to adapt, feeling their needs were overlooked.
Interdepartmental Conflict Resolution
To tackle these, both department heads adopted collaborative leadership styles. They organized joint workshops where each team expressed their priorities. This active engagement helped them understand the numerous challenges each faced, leading to a redesigned interface that met both departments’ needs. This resolution turned personality conflicts into productive discussions.
4. Inter-organizational Conflict
When the larger organization depends on another organization, there’s still room for disputes to follow. Here, there may be an issue of conflicting cultures and group work styles, which can impact expectations, work ethic, quantity, and quality.
This type of workplace conflict can also include an organization in dispute with a union that represents its employees. In these situations, it may be more likely that more official forms of conflict resolution are needed, which may or may not include legal representation.
Inter-organizational Conflict Example
Two tech companies, CodePlus and DevTech, are working together on a new software project. CodePlus operates with a flexible work-life balance, encouraging remote work and asynchronous meetings. DevTech, however, values intense collaborative sessions and regular office attendance. These work style conflicts, compounded by cultural differences and language barriers due to DevTech’s multinational team, lead to frequent misunderstandings and missed deadlines.
Inter-organizational Conflict Resolution
To resolve these workplace conflicts, leaders from both companies attended workshops focusing on leadership styles and personality differences to gain a deeper understanding of each other’s operational ethos. They established a bilingual liaison to navigate the language barriers, ensuring clear communication.
Additionally, they agreed to respect each company’s work-life balance preferences by scheduling collaborative work during overlapping hours of high productivity. This compromise allowed both teams to appreciate each other person’s point of view, leading to a successful project completion and enhanced mutual respect.
5. Task Conflict
Task conflict is a common occurrence in the workplace. It arises when individuals have differing views on how to handle specific job tasks. This can be due to variances in understanding instructions, procedures, and company policies.
However, it’s important to remember that this type of conflict can lead to beneficial discussions that improve decision-making. If managed effectively, it can serve as a catalyst for creativity, helping teams clarify roles, optimize resource allocation, and address key workplace issues effectively.
Task Conflict Example
In a multinational corporation, two project managers, John from the U.S. and Maria from Brazil, disagreed on the approach for a new product launch. John preferred a more aggressive marketing strategy focusing on online and digital media based on his past successful experiences.
Maria advocated for a combination of traditional and digital marketing, reflecting her understanding of diverse consumer behaviors in different regions. Their differing approaches highlighted personality clashes that could potentially affect the project’s success.
Task Conflict Resolution
To address this conflict, the company implemented workshops aimed at fostering understanding and appreciation for diverse perspectives on project management. These workshops aligned organizational goals with varied market strategies and enhanced employees’ awareness of cultural differences and communication styles.
By collaborating on a hybrid strategy, John and Maria combined their strengths and created a cooperative environment that benefited both the team and the project. This approach transformed a potential conflict into a constructive dialogue, resulting in innovation and improved team dynamics.
6. Relationship Conflict
Relationship conflicts in the workplace emerge from interpersonal disagreements among team members. These conflicts often stem from personality clashes, differing communication styles, or variations in personal values and beliefs.
Unlike task conflict, which can be productive by highlighting different viewpoints on work-related issues, relationship conflict is more emotionally charged and can lead to a toxic work environment if not managed properly. It’s crucial to address these conflicts early to prevent them from escalating and harming the team’s dynamics and productivity.
Relationship Conflict Example
At a tech start-up, two developers, Alice and Bob, frequently disagreed. Alice, known for her direct and assertive communication style, often clashed with Bob, who had a more reserved and reflective approach. The root cause was not just their personality conflict but also their different expectations of open communication and feedback during meetings.
Relationship Conflict Resolution
To resolve the conflict, their manager intervened by setting clear expectations for team interactions and emphasizing the importance of respecting differing opinions. A series of team-building exercises helped both developers become more self-aware and appreciative of each other’s life experiences and work approaches.
Facilitated discussions allowed them to find common ground in their shared goals for project success, ultimately improving collaboration. The manager also encouraged them to explore each other’s viewpoints as a way to enhance team synergy and innovation, turning potential conflicts into opportunities for growth.
7. Value Conflict
Value conflicts occur when there are deep-rooted differences in personal or organizational principles that guide decisions and behavior. Value conflicts are particularly challenging because they go beyond simple preferences, touching the core of what individuals or groups consider morally or ethically right. Resolving them requires much more than compromise-it demands deep understanding and respect for the values in question.
Value Conflict Examples
Consider a hospital where two senior doctors have conflicting views on patient care. Dr. Smith prioritizes cutting-edge treatments to extend life at all costs, while Dr. Jones values the quality of life, sometimes recommending palliative care over aggressive treatment.
Value Conflict Resolution
The resolution involved facilitated discussions where both doctors presented evidence supporting their approaches. Eventually, they agreed to develop patient care guidelines that include both perspectives: using advanced treatments when a reasonable chance of recovery is evident and focusing on comfort and quality of life when outcomes are less certain. This approach allowed both doctors to feel that their fundamental values were respected and integrated into patient care protocols.
Contact Pollack Peacebuilding for Seamless Conflict Resolution
Dealing with common workplace conflicts can be stressful, and if you’re the boss, taking steps to improve effective communication in the workplace can be one preemptive step in reducing future conflict under your watch. But if you’ve already got a conflict on your hands, quick employee conflict resolution is critical so that tensions don’t build and the work doesn’t stop.If you’re currently facing one of these types of conflicts in organizations and need some neutral support to resolve it, contact Pollack Peacebuilding Solutions today to get the right guidance tailored to your needs!
