Understanding where Conflict Arises (Part 1)

Conflicts can arise in various areas, especially within organizations. In most cases, they start subtly and innocently but quickly escalate into a full-blown battlefield. While we acknowledge that conflict exists, many people lack self-awareness regarding their own personalities and behaviors, which often lie at the center of hostility with certain individuals. It would be a mistake to say that conflict is solely based on a personality trait; it’s more of a residue from learned behaviors and nuanced biases. These biases are shaped by past experiences and triggered by insecurities. We’re about to dive deep into this topic with a two-part blog series, each providing five common sources where conflict tends to arise. Take notes, assess your situation, and be ready to adapt if you find yourself caught in one or more of these sources.

Here are some common sources:

1. Communication Breakdowns: Miscommunication or lack of communication can lead to misunderstandings and frustration, often resulting in conflict. If you struggle with communication, you need to mature in this area and push through the discomfort, whether in good or bad conversations. You are warranted and deserve to be heard.

2. Differing Values and Beliefs: Conflicts often emerge when individuals or groups have different values, beliefs, or cultural backgrounds that clash, especially in diverse workplaces. People are raised differently, and some happen to get the short end of the stick because they are raised to hate, be racist, and feel entitled to express their implicit and explicit biases.

3. Resource Scarcity: Competition for limited resources, such as budget, time, or personnel, can create tension and conflict among employees or departments. As corporations and small business owners, it’s imperative that your team and employees have the right tools and resources to get *your* job done. Employees can become extremely aggravated, causing tension and conflict that quickly spreads and affects the entire bottom line.

4. Role Ambiguity: Unclear job roles and responsibilities can lead to confusion and overlap, causing conflicts between employees. Corporations and small business owners need to stop this toxic behavior of cross-functioning employees’ roles and responsibilities. It’s the blurred lines that create tension and confusion. In the wrong hands, it can create a monster in an employee who thrives on entitlement and dreams of being a controlling world leader.

5. Power Dynamics: This ties back to point number four. Conflicts may arise when there are imbalances in power or authority, leading to issues such as micromanagement, favoritism, or resentment. It can be a dangerous slope to ride on, and one we recommend you proactively mitigate and change before it’s too late.

Understanding these sources can help in proactively managing and resolving conflicts before they escalate.

Author: The Impartial Lab. (M.TIL)