HR Basics: Workplace Conflict

Summary

Workplace conflict is a natural part of any business, but when unresolved, it can lead to lowered morale, increased absenteeism, and reduced productivity. The causes of conflict include poor communication, differing values, competition for resources, and personality clashes. The Thomas-Kilmann Instrument (TKI) model offers five conflict resolution approaches: competing, collaborating, compromising, avoiding, and accommodating. By understanding these styles and the dimensions of assertiveness and cooperativeness, individuals and organizations can better navigate and resolve conflicts, ensuring a healthier, more productive workplace.

Takeaways

• 😀 Conflict in the workplace is natural and arises when individuals perceive their interests or goals as incompatible.
• 😀 Poor communication, personality clashes, differing values, and scarce resources are common causes of workplace conflict.
• 😀 Conflict can lead to lower morale, increased absenteeism, and decreased productivity in the workplace.
• 😀 Managers often spend 25% of their time handling and resolving workplace conflicts.
• 😀 Conflict resolution involves clearly articulating the causes, acknowledging different perspectives, and focusing on the issue at hand.
• 😀 The Thomas-Kilmann Conflict Mode Instrument (TKI) offers five approaches to resolving conflict: Competing, Collaborating, Compromising, Avoiding, and Accommodating.
• 😀 Competing is an assertive and uncooperative approach, where one party aims to win at the other's expense.
• 😀 Collaborating is both assertive and cooperative, aiming for mutually beneficial solutions through mutual respect and creativity.
• 😀 Compromising involves finding a middle ground where both parties give up something to reach a mutually acceptable solution.
• 😀 Avoiding is a passive approach where conflict is sidestepped, postponed, or withdrawn from altogether.
• 😀 Accommodating is an unassertive and cooperative mode where one party sacrifices their own concerns to satisfy the other person's needs.

Q & A

What is the definition of workplace conflict?

Workplace conflict is a perceived divergence of interests, where individuals believe their current goals or aims are incompatible. It arises naturally when people work together.

Why is conflict considered normal in the workplace?

Conflict is considered normal because it is a natural result of diverse individuals working together. Different perspectives, interests, and values often lead to disagreements, making conflict an inevitable part of business.

What are the common negative effects of workplace conflict?

Workplace conflict can lead to decreased morale, increased absenteeism, and lower productivity. It can create a stressful work environment if not managed properly.

How much time do managers typically spend managing workplace conflict?

Research estimates that managers spend at least 25% of their time responding to workplace conflicts, handling and resolving issues that arise.

What are the main causes of conflict in the workplace?

The main causes include poor communication, differing values, conflicting interests, scarce resources, personality clashes, and poor performance within work teams.

What does the TKI model measure?

The TKI model measures an individual's behavior in conflict situations, specifically focusing on two dimensions: assertiveness (attempt to satisfy one's own concerns) and cooperativeness (attempt to satisfy the other person's concerns).

What are the five conflict-handling modes in the TKI model?

The five modes are: Competing (assertive and uncooperative), Collaborating (assertive and cooperative), Compromising (moderately assertive and cooperative), Avoiding (unassertive and uncooperative), and Accommodating (unassertive and cooperative).

What is the main characteristic of the 'Competing' conflict-handling style?

The 'Competing' style is assertive and uncooperative. Individuals using this style focus on winning and defending their position, often at the expense of the other person’s concerns.

What is the benefit of using the 'Collaborating' conflict-handling style?

The 'Collaborating' style is highly assertive and cooperative. It allows both parties to work together creatively to find a mutually beneficial solution, fostering mutual respect and cooperation.

When is the 'Avoiding' conflict-handling style appropriate?

The 'Avoiding' style, which is unassertive and uncooperative, is appropriate when the issue is trivial or when a better time to address the conflict may arise. It can be used to avoid unnecessary escalation.

How can the TKI model help individuals and teams?

The TKI model helps individuals and teams understand their preferred conflict-handling styles and the situations in which each style is most effective. It allows them to resolve conflicts more efficiently by selecting the most suitable approach based on the context.

What is the key to successfully resolving conflicts in the workplace?

Successfully resolving conflicts requires clear communication, a willingness to understand different perspectives, and a structured approach to finding mutually acceptable solutions. It's essential to focus on the issues, remain open to compromise, and address conflicts directly.