Conflict is a “process that begins when one party perceives another party has or is about to negatively affect something the first party cares about.” CITATION Rob13 \l 1033 (Robbins & Judge, 2013). Poorly communicated information, misinterpreted information and communications, and transmitting information through incorrect channels cause conflict. Two types of conflict affect the workplace: 1) task conflict relating to content and work goals and 2) relationship conflict focusing on interpersonal relationships. Task conflicts bring beneficial results; relationship conflicts make almost always a dysfunctional environment impairing the business. Conflicts impact a person’s commitment to the project teams, the company, and the work. Without proper management, conflicts can create adverse effects on a company. Business managers need to deal with conflict; however, no one way works best for every situation. By understanding then types of conflict resolution styles, managers can use appropriate conflict resolution styles to promote healthy conflicts, increase productivity, increase employee morale and increase overall customer service. With positive conflicts that bring about discussions and resolutions that benefit the whole team, businesses will succeed and gain a competitive edge.
Conflict and its Impact
Conflict can bring a difficult issue in the workplace and may occur between managers, subordinates, employees, and companies. Two basic types of conflict exist in organizations called task and relationship conflicts.
Task conflicts result from differences in viewpoints, ideas and opinions on ways to resolve work-related issues. This conflict results in creativity and improved decision making, if managed correctly. Negative impacts from this conflict occur when management improperly handles the conflict, such as absenteeism, silence from one party and the unwillingness to participate brought when feeling management does not consider each voiced opinion. These types of conflicts often occur due to poor communication, inaccurate information, differences of opinions, egos of managers not allowing other suggestions, discrimination (knowingly or unknowingly), and different goals.
Relationship conflicts form from disagreements about values, personal or family norms, or about personal taste. These types of conflict normally are not related to work and are often in negative terms. This type of conflict is usually always seen as a negative conflict that tends to alienate employees from communicating, result in an insufficient work place, and may cause human resource problems such as discrimination. Some conflict of this nature may relate directly to an employee’s work though. If an employee’s company decides to work with another company that has a different point of view morally or ethically with the employee, a work-related relationship conflict results. The employee may leave the company, refuse to work on any project for the other company, or worse, sabotage any projects for the company or worse, sabotage any projects for the company with moral or ethical conflictions
Impacts of Conflict
Unresolved conflict causes indirect and direct consequences. Indirect consequences include negative publicity, a tainted brand name, poor media coverage, decreased employee morale, increased disability and employee’s payment claims, increased turnover, and diversion of resources to dispute resolution and legal issues. Conflicts also lead to poor productivity, constant absenteeism, and poor quality and customer service. These consequences mimic the consequences of a negative emotional atmosphere at the workplace.
Clear and concise communication society needs to thrive. With social media and emails and other forms of communication that lacking a direct face to face and nonverbal component causes misinterpretation of many messages and communications leading to a lot