A Report on the Causes, Theories, and Prevention of Workplace Conflict

This report delves into the multifaceted causes of workplace conflict, examining various factors such as personality differences, differing values, and organizational issues. It explores key theories, including the Path Goal theory and inter-group conflict theory, to understand how these conflicts arise and impact organizational performance. The report also investigates the impact of conflicts on organizational performance, highlighting issues such as reduced productivity and high attrition rates. Furthermore, it provides insights into effective conflict prevention strategies, such as fostering open communication and understanding diverse perspectives. The report also discusses approaches to resolve conflicts, emphasizing the importance of addressing underlying issues and promoting a collaborative environment. The report also mentions the importance of integrating personnel, providing suggestions for implementing appropriate strategies, and ensuring that management respects employees and includes them in the decision-making process. Finally, the report proposes a conceptual framework and outlines the design of a questionnaire to further investigate the dynamics of workplace conflict.

Causes of conflict in
workplace
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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Main body........................................................................................................................................3
1. Concept of conflict at the workplace.......................................................................................3
Causes of conflicts.......................................................................................................................4
2. Key theories.............................................................................................................................6
Impact of conflicts on organization performance .......................................................................9
Ways to prevent conflict ...........................................................................................................10
Approaches to resolve conflicts.................................................................................................11
3. Conceptual framework...........................................................................................................12
4. Designing own questionnaire.................................................................................................13
REFERENCES..............................................................................................................................17
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2.0 INTRODUCTION
Literature review is the most important part of any study because it consists of different
tools and techniques which proves to be effective to collect large amount of information. It
assists researcher to get detail information related to particular topic and accordingly write the
detail description of the same. Generally, literature review is done by taking into account
different sources such as journals, books and online article. Furthermore, other available
information are also considered for writing literature review. The research issues of current study
is to assess causes of workplace conflict. In this regard, different themes will be prepared on the
basis of topic so as to develop better understanding among scholar. Apart from this, theories and
models are incorporated through which ways to integrate personnel can be implemented in the
business organization. It enables corporation to cater need of management as well as other
related parties.
MAIN BODY
2.1. Concept of conflict at the workplace
The conflict at workplace take place because of difference exist among employees in
term of personalities and values. It directly affects business organization because of poor
coordination among them (Abbas and Karage, 2015). This aspect tends to affect performance of
business as company need to focus upon good quality of services. It can be made possible only
with the help of integrated personnel. However, conflict exist between employees and employers
also which is followed by number of reasons (Baillien and De, 2009). Here, sharp disagreement
for opposing interest and ideas become the major reason behind conflict among personnel at
workplace. However, every organization face issue of conflict as people work together to
achieve common goals (Eddy, 2005). It can be beneficial or loss full for business where
management take corrective action to resolve the potential issue.
There are different types of conflicts such as personality differences, non-compliance
with rules and policies as well as misunderstanding. At last, competition remain the most
important form of conflict which many times proves to be good for business (Graham and
Folkes, 2014). However, many a times, conflict creates considerable ambivalence through which
scholar face issue in getting its exact meaning, relevant and ways to manage the same. In
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common parlance, conflict refers to the process whereby one party reflects that its interest is
being opposed by another one. It consists of different aspects such as angry words, actions of
opposition etc which in turn increase the conflict at workplace (Cullen and Hammer, 2007).
Generally, some people try to avoid situation of conflict because of their negative perception
towards the same. However, others perceive it as phenomenon necessary to manage whereas
some of the people consider that conflict provide good opportunity for personal growth
(DOBRE, 2012). It proves to be effective to cater need of buyers and meet their expectations in
an effectual manner.
At workplace, conflicts remain associated with heated debates, high frustration and raised
voices. Owing to this, businesses face issue in term of poor sales turnover, low profitability and
high attrition (Gifford, Gould, Latreille and Urwin, 2016). These kind of issues are resolved by
using appropriate strategy to integrate personnel with giving focus upon their issues. In this
regard, personnel can be invited to provide their suggestions for implementing appropriate
strategy (Jenkins, 2011). Here, they can communicate about problems which they are facing and
proposed solution can be derive from them. Such aspect ensure that management of corporation
respect for employees and ensure their inclusion in the decision making process. However, it
depends on management that how they resolve the issues or conflicts by focusing upon
constructive or poor process (Hershcovis, 2011). Thus, in business world, differences related to
peer group, environment, situation and personality as well as work experience tends to bring
variation in context of value or needs, personal attitudes and belief. All of these factors tend to
affect entire business performance because all individual behave in different manner (Lewis and
Gunn, 2007).
2.2 Critical review analysis of theory
Causes of conflicts
According to Nuzulia and Utami, (2014). It is very common for business to have different
types of conflicts at workplace. It affects personnel to cope up with changing scenario because
conflict generate negative feeling among them and they cannot pay attention on their work. Most
of the times, conflict is the reason behind high attrition rate through which personnel face issue
in delivering their good quality of services (Machyo, 2009). For example, service sector like
hotels face such kind of issues very frequently. Owing to this, personnel cannot achieve their
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targets and this might become reason of low customer base. At this juncture, management uses
different strategies to understand the reasons behind the some but might not resolve the same on
right time.Pearson and Porath (2005) argued that cultural and racial differences is the most
crucial issue among many of the personnel. This types of differences tend to hamper productivity
of entire business as because of these differences employees take time to adjust in current
working condition. Similarly, lacking physical resources and implementation of new technology
are also the reason behind conflict at workplace (Salam, 2014). Owing this, company can face
issue in managing its internal operation which in turn competitive edge of business might be
affected. For example, implementation of new technology frustrate personnel as they face issue
in managing their operation (Salleh and Adulpakdee, 2012). Owing to this, type cannot devote
their 100% to achieve the targets on right time. This int urn again increase the issues among
personnel or even in team. However, this issue can be managed with appropriate learning
program. It is fact the initially people resist change and then gradually they come to know its
positive impact for their personal and professional growth (Speedy, 2006). Accordingly they
accept the same and become part of change.
Qureshi, Rasli and Zaman (2014) asserted that scope and content of work is another
cause of workplace conflict under which employees get dissatisfaction. They do not like to work
and try to just pass the time. This type of scenario increases cost of production and as sales
turnover go down (Ringstad, 2005). Similarly, new management techniques are also the main
reason behind conflict at workplace. Generally, new management techniques are applied by
changes in current rules and regulations. For this purpose, personnel are made understand the
need of changes and accordingly importance of the same is clarified among them. It leads to
ensure well being of personnel and company as well (Pathak, 2010). Furthermore, value conflict
arises due to incompatibility of principles and practices as well as preferences of personnel. This
kind of aspect create issue for management to team up the personnel. On the other hand, power
conflict arises due to extreme amount of influence in relationship or social setting in taking
decision (Mills, 2011). For example, one person at similar position is provided opportunity to
take decision but other does not. This situation tends to create conflict among them. It is also
considered as organizational conflict which shed light on inequalities in the firm (Irvine, 2014).
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Griffin (2013) reviewed that, environmental conflict directly affect personnel at
workplace because of external pressure. This external pressure comes at workplace in the form
of changing government and recession. This indirect affect all employees or human resource in
an organization (Felblinger, 2008). For this purpose, it becomes crucial for company to cope up
with changing scenario and build good relationship with them. Giebels and Janssen (2005)
reported five dimensions of conflict behavior at workplace; competing, avoiding,
accommodating and collaborating as well as compromising. All of these factor shed light on
dissatisfaction of personnel working in team or those working in different departments (Almost,
2006). This in turn become the reason of high attrition rate. Owing to this, focus can be laid on
conflicting perception so as to clarify the situation among personnel (Certo, 2015). It can be
effective for employees as well as firm to resolve the potential issue on time.
Another potential cause of conflict is conflicting role under which a person is forced to a
job which is outside of his assigned requirements (Frazer, Weaven, Giddings and Grace, 2012).
Such kind of work affect their satisfaction level and they think in wrong direction. However,
feeling of being discriminated take place at workplace. However, this might procedure
intentional or unintentional aggressive behavior withing employees (Haumschild,, Hertig and
Weber, 2015). Though, many people experience at workplace that associate wield their power in
a wrong manner. It becomes the major reason behind employees turnover and other potential
issues among personnel (Johnson, 2009). Therefore, potential causes of conflict of are taken into
account by business organization which can be done only with greater observation.
2. Key theories
According to Kankanhalli, Tan and Wei (2006) clashes among workforce can take place
any time to fault of management or differences exist among personnel. It this regard, it is
essential to incorporate their views and understanding their emotion or feeling.
In this regard, Path goal theory can be applied for explaining about conflict at workplace.
It focuses upon role of leader in a team that how it motivates personnel and integrate them to
work in the same direction (Lazar, Jones, and Shneiderman, 2006). Here, leader focuses upon
issues which are being faced by employees. It is done with the help of clear communication
between. However, formal or informal meeting can take place in order to ensure inclusion of
view point of employees (Mohamed and Yousef, 2014). Accordingly this theory suggests that
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leader behavior is the most important aspect to reduce to corporate conflicts among personnel.
He or she put efforts to minimize the difference exist among team or personnel and make them
aware of goals or objectives of the business. The main advantages of path goal theory is clear
direction to entire team and higher level of satisfaction among personnel working at different
level (Prenzel and Vanclay, 2014). However, other related support is also provided with the help
in many ways such as reward and appreciation of employees doing good.
According to Schieman and Reid, (2008) maturity and immaturity goals theory is the
good example under which people focuses to be mature for getting career growth. For this
purpose, their responsibility level and opportunity are enhanced in order to ensure their
professional growth (Simpao, 2013). At this juncture, management or supervisor emphasize upon
qualities, skills and preferences of personnel so they can be allotted work accordingly. For
example, jobs can be broken into specialties and scope of duties is narrowed down. This results
in conflict among personnel because they do not get use of all of their talents as they work in
their comfort zone (Hershcovis and Cameron, 2011). It results in conflict among them employers
and employees because personnel do not get chance to update their skills and knowledge. This is
because they just work in their interested areas for longer time and new knowledge related to
different field cannot come to them (Gupta, Boyd and Kuzmits, 2011).
However, many personnel like to accept challenging task and learn new aspect of doing
work. This in turn they get recognition at workplace and feel motivated (Speedy, 2006). It aids
to meet their expectations of personnel and provide them good working condition. This proves to
be effective to cater need of external and internal parties and provide them comfort zone (Eddy,
2005). It leads to create competitive edge of the business at initial level and retain buyers for
longer time span.
Kankanhalli, Tan and Wei (2006) reviewed that inter-group conflict theory can also be
applied at workplace under which people with similar role face issue. However, all employees
work upon the same goals and objectives through which corporation find issue in completing the
all task on time. For example, IT group implement the necessary techniques changes at
workplace for its betterment but it cause conflict between sales group and IT (Efe and Ayaz,
2010). This is because loss of data affect entire sales procedure as issue is faced while dealing
with buyers. Such kind of conflicts cannot be resolved without interference of manager of the
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business (Dillon, 2012). Otherwise, this problematic situation becomes culture of the business
and its direct impact can be seen in term of poor sales turnover and high employee turnover.
Cortina and Magley (2009) explained healthy conflict into teams. For example,
competition between sales team is considered as favorable aspect for corporation as personnel
put their efforts to achieve their targets at first. This results in better coordination among team
and high sales turnover and increase rate of return for corporation.
Impact of conflicts on organization performance
It can be stated that issues such as conflicts directly results in affecting the overall
performance of organizations in negative sense. As per the view of Abbas and Karage, (2015)
one of the most common reason which results in conflict among employees is of differences in
working style and cultural background. In the modern era, workplaces are now consists of a
much diversified workforces and it has become a very challenging task for managers to manage
such kind of workforce (Adewole and Adebola, 2010). At the time of carrying out their task and
activities employees are not able to develop appropriate coordination with each other because of
differences in working style. According to Afful-Broni and Tah, (2015) conflicts at workplace
lower down the morale and motivational level of workers and this affects the entire organization
in negative sense. In the present scenario, every business enterprise seeks for accomplishing its
aim, objectives and goals in the best possible manner (Anstey, M., 2006). However, at the time
achieving objectives, one needs to face several issues and challenges. Akel and Elazeem, (2015)
has explained that conflict at workplace is not good because it affects the mental health and well
being of people. Along with this, conflicts also results in increasing the stress level among staff
members which directly affects the way in which they are doing their task or activities. …….
Ayoko and Ayoko, (2016) has critically argued that it is not necessary that conflicts at workplace
always have negative impact on activities and operations of a business enterprise and sometimes
it also results in benefiting an organization (Ayoko, 2007). For example if we look at the other
side of conflict, then it can be stated that such kind of situations results in inspiring creativity
among workers. The rationale behind this is that during the situations of conflicts, workers or
staff members are able to develop creative and innovative solutions to the problem faced
(Ayoko, Callan and Härtel, 2008). This directly results in increasing the overall productivity and
efficiency of workers. Apart from this conflicts at workplace also results in lowering down the
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sales and profits of a company as employees are not able to deliver effective and satisfactory
services to customers. However, it can be critically argued that conflicts results in improving the
future communication as in order to resolve such situations it is required by all staff members to
integrate with each other (Blomme, Van Rheede and Tromp, 2010). Therefore, it can be stated
that it is not necessary that conflicts always results in affecting business in negative sense and
sometimes it also provides wide range of benefits to a company. As per the view of Blanchard
and Shen, (2015) conflicts at workplace also create obstacles for companies in terms of getting
competitive advantage over other market players. The rationale behind this is that because of
conflicts the employees lose their ability to serve customers with effective and satisfactory
services.
Ways to prevent conflict
Management and prevention of conflict at workplace is a serious issue which needs to be
taken care of by companies. In the modern era, there is wide range of tools and techniques which
can be used by companies in order prevent situations such as conflict. Here, one of the most
effective ways is developing strict rules and policies within the workplace. The regulations of
business need to clearly highlight the fact that all workers should respect their seniors, juniors
and other coworkers (Boddy, 2011). Other than this, they also need to respect the values, belief
and cultural practices of other staff members. Another effective way which can be used to
manage conflicts at workplace is related to talking with person involved in conflict and focusing
upon their behaviors are the two other strategies which can be used in to prevent conflicts at
workplace (Bowling and Beehr, 2006).
Other than this, training sessions at regular intervals can be carried out with an objective
to training employee and provide them with knowledge regarding different strategies which can
be used to work with employees from different cultural, social and educational background
(Bowling and et.al., 2010). The main issue here is that conflicts at workplace results in lowering
down the overall productivity and therefore it is required by companies to take corrective
measures regarding the prevention of the same (Byron, 2005). Apart from this, issues such as
conflicts at regular intervals also results in increasing the rate of employee turnover in the
organization. This cannot be termed as fruitful in terms of long term growth and development of
any company (Braddon and Hartley, 2011). Sometimes conflicts occurs because workers want to
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say lots of things but they are not provides with adequate opportunities regarding the same. This
results in increasing the level of frustrations among staff members and also encourages them to
indulge in practices such as conflicts at work (Cahn and Abigail, 2007). In order to deal with
such kind of situation what businesses can really do is that they can implement participative style
of leadership within an organization (Briggs, Kolfschoten and Vreede, 2005). This will help in
encouraging the views and opinion of other workers and develop sense of satisfaction among
them. However Buzzanell and Liu, (2007) has argued that the main drawback of using
democratic or participative leadership style is that delay the process of decision making and
affect entire organization in negative sense.
Approaches to resolve conflicts
Conflict at workplace need to be resolved in relatively less time span for its better flow of
production and long run growth in the marketplace. There are several approaches used for
resolution of conflicts such as avoidance, soothing, confrontation and compromise. These
approaches emphasize upon time saving and assurance of better coordination among personnel.
According to Datta, Guthrie, Basuil and Pandey, (2010) clear communication between team is
the most effective aspect to resolve the situation of conflict. Here, company can focus upon
imparting training to personnel for appropriate team building aspect and its potential impact on
overall growth and development. However, communication can be ensured by using appropriate
mode of communication such as e-mail, newsletter and face to face communication. At this
juncture, formal and information meetings are taken on weekly or daily basis (Burke, 2010). This
prove to be effective for personnel to share their issues and get them resolved on right time.
Haumschild, Hertig, and Weber (2015) reported that confrontation method focuses upon
solution of the conflict any how. Here, manager or third party is involved conflicting parties so
as to sort that out on right time. It might take same time because of disagreement and different
opinion of parties but facilitates to reach at fruitful outcome. On the other hand, compromising is
another approach for resolving conflicts wherein both parties agree upon the common ground
(Danielsson, Bodin, Wulff and Theorell, 2015). It aids to save time and ensure appropriate
integration of personnel. This in turn business can increase overall rate of return and retain
workforce for longer time span. Apart from this, Hutchinson, Vickers, Jackson and Wilkes,
(2006) asserted that collaborative approach is important for business through which mutually
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agreeable solution is derived. For this purpose it is important to discuss with affected parties and
their views and suggestions are incorporated into the final decision. Though, both parties remain
free to discuss their problems so as to secure their right and enable them to part in decision
making process. Similarly, accommodation is another strategy under which employees actively
take part in resolution of problems (Kiitam, McLay and Pilli, 2016). This aids to ensure health
competition among team and good kind of culture is maintain the team.
3. Conceptual framework
The current research goes in the structured direction under at first concept of conflict at
workplace. According to the following graph, it can be said that at first causes of conflict are
listed and then accordingly management can reach to fruitful decision (Irvine, 2014). In this
regard, different aspects such as personal variables, structure and communicate are considered.
All these factors serve as the basis to take decision related to issues at workplace. Here,
communication generally cover role conflict and other changes take plan in business. However,
poor organizational structure and managerial style leads to different between opinion of
employees and employers or among a team (Almost, Doran, McGillis, and SPENCE, 2010).
Therefore, inappropriateness of in these mentioned aspect tends to perceive conflict among
personnel whereas other just feel the conflict. However, there remain significant different
between opinion of personnel as some tends to ignore and some mind even a small thing. After
completion of this step, the next one as conflict handling intentions starts due to its postie impact
on business and losses occurred to business due to less integrity of personnel (Cheldelin,
Druckman and Fast, 2008). At the fourth stage conflict are resolved by assessing behavior of
parties and reaction of others. It can have two outcomes; increased group performance and
decreased performance. Here, the condition of increased group performance is derived with the
help of positive behavior of parties (DOBRE, 2012). It is ensured with the help of clear
communication so as to extract valid outcome for business as well as workforce. This in turn
company can ensure higher growth and expand its business in global marketplace. It would be
effective to cater need of different types of buyers associated with company because satisfied
personnel tend to shift their focus upon customer satisfaction and consistent growth of the
business (Felblinger, 2008).
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Theoretical gap
Several kind of studies are conducted on conflict at workplace but the present research
shed light upon prevention of conflicts by using effective approaches. Under this focus has been
laid on resolution, prevention and causes. In this manner, different aspects are covered in the
present dissertation which has not be shown yet by any studies. Hence, mentioned gap will be
covered by present literature review.
Key contribution to the field of conflict management and workplace conflict
The current literature review has been provided on causes of conflict in workplace which
will be effective for different sectors to uncover issues and work upon the same. For example,
retail sector suffering from issue of coordination in a team tends to from conflict. At this
juncture, management of business shed light upon effective approaches to resolve issues, Not
only this, suggestions has also be provided which can be applied by business to bring
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