Conflict at work is a common and often stressful experience for employees. A study conducted by Fenwick and Neal in 2013 found that 82% of respondents had experienced conflict at work in the past year, making it the most frequently cited source of stress. Other sources of stress identified by the study included workload, role ambiguity, and lack of support from management.
But what exactly is conflict at work, and what are the main causes of conflict in the workplace? According to the study, employees and managers had different perceptions of the causes of conflict at work. Employees were more likely to cite personality differences and communication breakdowns as the main causes of conflict, while managers were more likely to attribute conflict to issues related to work processes and procedures.
Employees cited personality differences and communication breakdowns as the main causes of conflict, while managers attributed conflict to issues related to work processes and procedures.
Fenwick and Neal, 2013
Personality differences can certainly be a source of conflict in the workplace. Different people have different ways of approaching tasks and interacting with others, and these differences can sometimes lead to misunderstandings or clashes. For example, an employee who is more analytical and detail-oriented might have difficulty working with a colleague who is more creative and spontaneous. Similarly, employees who are more introverted may struggle to communicate effectively with more extroverted colleagues.
Communication breakdowns can also be a major source of conflict at work. Miscommunication can occur when messages are not clearly conveyed, when important information is not shared, or when misunderstandings arise. This can lead to frustration and resentment among employees, and it can also have negative impacts on the quality of work and the overall productivity of the team.
On the other hand, managers were more likely to attribute conflict to issues related to work processes and procedures. This could include disagreements over policies, procedures, or the allocation of resources. For example, an employee might feel that a new policy is unfair or that they are not being given the resources they need to do their job effectively.
The study also found that conflicts at work had negative impacts on employee well-being, with higher levels of conflict being associated with higher levels of stress and burnout. The authors of the study concluded that addressing conflict effectively is an important issue for organizations, and that addressing the root causes of conflict can help to improve the well-being and performance of employees.
Reference:
Fenwick, T. & Neal, A. (2013). Conflict at work: A comparison of the views of managers and employees. Journal of Business and Technical Communication, 27(4), 366-387.
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