Groups and individuals are often drawn into conflict in the workplace. Conflict can even occur within a given individual when he has to make difficult decisions. According to Conflict 911, “the general assumption is that conflict tends to have negative consequences for both the individual and the organization.” Workplace conflicts come in all forms and are most common between coworkers or a superior and a subordinate.
Underlying Factors
Several underlying factors, interpersonal and organizational, contribute to workplace conflict. The most obvious forms of conflict are those based on interpersonal relationships and tensions. Office politics, gossip, rumors and their consequences are easy to observe. Clashing personality styles, language and cultures as well as gender conflict often lead to harassment or discrimination charges.
Hierarchy and conflicting interests lead to work-related conflicts. They can rise out of resource allocation, workload or benefits. If groups perceive unequal treatment, this can lead to resentment and conflict over real or imagined disparities.
Disagreement
As the initial disagreement or threat begins to develop, more parties become involved and all parties take sides. The upswing might be quick, or differences make appear slowly over time. In this early stage, conflict is not readily obvious, but the tension between parties is noticeable, and they often try to avoid contact with one another.
Action
In the next stage, involved parties start to ask questions about the situation. They want to know all the detail to decide who is right and wrong. Each side starts to gather support and justification for its position. The conflict becomes more open and characterized by low level fighting. Relationships become very strained and there is an obvious polarization between the sides.
Confrontation
After the battle lines are drawn and sides chosen, one group makes an obvious attempt to block the other’s goal. This is the peak of the conflict and the tension, fighting and violence is the most intense. This behavior could be obvious interference, or more indirect disruption, such as backbiting and rumors.
Resolution
Every conflict must eventually resolve, either through compromise or by one party’s victory over the other. Compromise is usually the best situation. Each party gains and loses a little, but they are forced to work together to reach a settlement. Management should pay attention to people’s specific issues because they will not go away. New approaches to conflict resolution can result from managing them fairly and openly. Sometimes the two parties cannot resolve the situation and a third party mediator is need to direct them towards--and then enforce--a resolution.
Explanation:
PLEASE MARK ME AS BRAINLIEST
