Read the following article to better understand organizational conflict and how leadership and researched conflict resolution steps be used to mitigate or resolve conflict: What the Differences in Conflict Between Online and Face-to-Face Work Groups Mean for Hybrid Groups: A State of the Art Review
Conflict can be present in an organization in many ways. There can be conflict with a task, a process, or with individuals. At its core, conflict centers on the perception (or reality) that the particular situation will negatively impact what the individual believes is the correct assertion or process. It is important to note that because opinions and experiences differ, that does not necessarily mean one party or the other is in error. However, the differences form the foundation of a conflict that must be identified and resolved.
Anyone can argue that conflict is inevitable, but company leaders and employees must recognize conflict exists and work to resolve the issues and mitigate potential impacts.
Based on your research and experience, discuss the following with your classmates:
What are the different types of conflict and social dilemmas that can be experienced in an organization?
What conflict resolution models can be used to mitigate and reduce conflict in a company’s sociotechnical systems environment?
How have social media applications increased or decreased conflict in the workplace?
Relationship Conflict: This is the most damaging type of conflict, involving personal and emotional disagreements between individuals. It often stems from personality clashes, differing values, or perceived slights. It can lead to distrust, hostility, and a toxic work environment.
A common social dilemma in organizations is the "tragedy of the commons," where individuals prioritize their own short-term interests over the long-term collective good of the group. Another is the "free-rider problem," where some team members reduce their effort, knowing that others will compensate, which can lead to resentment and conflict.
Conflict Resolution Models
In a sociotechnical systems environment, where human and technological elements interact, several conflict resolution models can be used:
The Thomas-Kilmann Conflict Mode Instrument (TKI): This model identifies five conflict-handling modes: Competing, Collaborating, Compromising, Avoiding, and Accommodating. Leaders can use this model to understand their own conflict style and guide their teams toward more collaborative approaches, particularly for task and process conflicts.
The Dual Concern Model: Similar to the TKI, this model suggests that people's conflict-handling styles are based on their level of concern for their own outcomes versus their concern for the outcomes of others. It provides a framework for leaders to choose the most appropriate style for a given situation.
Mediation: For relationship conflicts, a neutral third party can facilitate a discussion between the conflicting parties to help them reach a resolution. This is especially useful in hybrid or remote work settings where miscommunications can escalate.
These models, when applied thoughtfully, help leaders and employees navigate conflict by providing a structured way to address issues rather than letting them fester.
Social Media's Impact on Workplace Conflict
The role of social media in workplace conflict is complex and multifaceted:
Increased Conflict: Social media can increase conflict by providing a platform for employees to vent frustrations or engage in public disagreements. This can lead to the spread of misinformation, cyberbullying, and the blurring of professional and personal boundaries, which can escalate relationship conflicts. Remote work, in particular, can make it easier for people to engage in negative behaviors online that they might not in person.
Decreased Conflict: Conversely, social media can decrease conflict by serving as an informal communication channel that helps build rapport and understanding among team members, especially in remote or hybrid teams. Platforms can be used for team-building activities, sharing positive news, and creating a sense of community, which can preemptively reduce the chances of relationship conflict. A leader can also use social media to share organizational goals and values, ensuring everyone is aligned and reducing process and task conflicts.
Sample Answer
Based on research and experience, organizational conflict can be categorized into different types and social dilemmas. Leaders can use various conflict resolution models to mitigate these issues, while the influence of social media presents a complex dynamic, sometimes increasing and at other times decreasing workplace conflict.
Types of Conflict and Social Dilemmas
There are three main types of conflict that can arise in an organization:
Task Conflict: This type of conflict focuses on disagreements about the content and goals of the work. For example, a team might disagree on the best strategy to complete a project. When managed constructively, this can lead to better decision-making and innovation.
Process Conflict: This involves disagreements about how work should be done. It centers on logistics, procedures, and responsibilities. An example is a team arguing over the best way to divide tasks or the timeline for a project.