Causes of Conflict in Organizations

Intrapersonal conflict arises within a person. For example, when you’re uncertain about what is expected or wanted, or you have a sense of being inadequate to perform a task, you are experiencing intrapersonal conflict. This type of conflict can arise if you’re the head of one team but also a member of another team.

Four such levels can be identified:

• Intrapersonal conflict. Intrapersonal conflict is conflict within one person.
• Interpersonal conflict. Conflict can also take form in an interpersonal conflict, where two individuals disagree on some matter.
• Intergroup conflict.
• Interorganizational conflict.

• Task Interdependencies. The first antecedent can be found in the nature of task interdependencies.
• Status Inconsistencies.
• Jurisdictional Ambiguities.
• Communication Problems.
• Dependence on Common Resource Pool.
• Lack of Common Performance Standards.
• Individual Differences.

Recommend four ways in which a person should approach conflict resolution in order to sustain healthy relationships

• Make a compromise if possible. Meeting each other half-way can help you be satisfied with the outcomes.
• Treat each other with respect.
• Find the root of the problem.
• Consider possibilities.

The government is responsible for helping to resolve conflicts or differences.

Some Ways to Resolve Conflicts

1. Talk directly. Assuming that there is no threat of physical violence, talk directly to the person with whom you have the problem.
2. Choose a good time.
3. Plan ahead.
4. Don’t blame or name-call.
5. Give information.
6. Listen.
7. Show that you are listening.
8. Talk it all through.

Generally the person who runs into the conflict also has to resolve it, after all it’s the person who wants that merge to happen and resolving the conflict is required to make it happen.

Some important leadership strategies for dealing with conflict management include the following:

1. Act Responsibly. A leader must act responsibly when handling conflict.
2. Diagnose the conflict.
3. Maintain boundaries.
4. Respect differences.
5. Identify a goal.

In this instance, a democratic, transformational, or supportive leadership style in conjunction with collaborating, competing, or compromise could be the best conflict approach.

Understanding conflict allows leaders to manage it more effectively and can provide a path to accomplishing positive outcomes. Conflict management can be an active force that will allow leaders grow healthy relationships within their organizations which can ultimately result in effective productivity.

How to Navigate Conflict Between Managers and Leaders

• Moving targets and shifting expectations.
• System and process changes.
• Disconnected leadership.
• Feeling misunderstood, under-appreciated, and not heard.

Managing and leading are two complementary qualities that are linked to each other. Extricating one from the other is impossible. Leaders inspire and motivate, whereas managers plan, organize, and coordinate. A leader sets his eyes on the bigger picture, while a manager puts all the pieces of the daily puzzle together.