Conflicts are an inevitable part of any individual’s personal life, which is why their workplace can also be affected. And as a catastrophic consequence of the disagreement between professionals, the organization’s performance can be compromised. The different types of conflicts in companies are mainly the result of:
- high competitiveness;
- scarcity of resources;
- major changes in the company;
- need for status and power;
- opposing points of view.
These incompatibilities can generate a toxic organizational climate, making recovery work even more difficult. For this reason, we recommend reading the article “Bad organizational climate: how to identify and transform a toxic environment”To help you identify whether or not your company is in a bad organizational climate.
Disagreements in the workplace are not always easy to resolve. For this reason, the Human Resources style=”font-weight: 400;”> (HR) must be aware of the types of conflicts in organizations and learn how to resolve them. To help you, we will explain in detail the main types of friction and how to deal with it. Check out!
What are organizational conflicts?
Companies are made up of people, and this maxim must be kept in mind not only to develop strategies for retaining talent style=”font-weight: 400;”> or productivity incentives, but also to deal with relationships.
As with any other type of human involvement, the relationship in the workplace has different opinions, tastes, behavioral profiles, interests, priorities. So disagreements are likely to happen.
The difference lies in the HR sector’s capacity and preparedness to deal with these divergences and ensure that the well-being at work don’t be compromised.
The various types of conflicts in companies can result in dissatisfaction, depression, demotivation, distrust, absenteeism, turnover, among others, compromising all management work.
What are the main types of conflicts in organizations?
There are basically 4 types of conflicts in companies, check their specifications below.
In the corporate scenario, interpersonal are the types of conflicts in companies that involve only two people. It is a natural occurrence, since no one is immune to incompatible ideas.
In this case, the orientation for HR is turn this divergence into exercises to develop teamwork skills. The sector must act as a mediator and provide guidelines that, eventually, redefine these conflicts in opportunities for personal growth.
Intrapersonal conflicts are the types that affect only the individual himself. In other words, the conflicting experience is a particular issue, which involves thoughts, values, principles, emotions, among others.
This is one of the types of conflicts in companies that requires care, caution and empathy, because involves a state of personal restlessness. Here, HR can advise on the exercise of dialogue, even in individual conversations, so that problematic issues can be expressed and solutions sought.
In this case, HR can intervene to reinforce the organizational culture style=”font-weight: 400;”> and strengthen identity as a unique team. Conflicts can be appeased by making both sectors more flexible in terms of individual needs and demands, since institutional evolution is a collective goal.
Intragroup members are the disagreements that occur within the same professional team. The disparity of personalities, misunderstandings, rivalry, among others can intensify this type of conflict.
The HR sector can work on differences as opportunities to develop strategic discussion skills. In other words, the group should resolve the situation through debates, as if the question were from another sector. Thus, points of view, ideas and notions can be worked on without personal value judgment.
What are the reasons that lead to conflicts in companies?
As we have already said, companies are made up of people with different opinions and interests, and who often may not be unanimous. And without the right guidance, problems end up being generated. Check below the main reasons that lead to conflicts in companies.
Several types of conflicts in organizations occur due to high competitiveness, which the labor market constantly strengthens.
Because it is an action uncooperative and individualistic, divergences among employees arise affecting the development of collective results.
Shortage of resources
Another issue that can cause discomfort is the scarcity of resources, which forces sectors to compete with each other.
The lack of resources such as funds for a given project, meeting room, institutional automobiles, equipment, among others, can create toxic competition and compromise well-being at work.
Major changes in the company
Changes are never easy and when they are accompanied by tensions, anxiety and fear they can cause different types of conflicts in companies. This, because they cause layoffs, restructuring, power transitions, among others.
The search for better results requires constant changes, which is why they are inevitable. And if they are imposed improperly, the employee can create resistance and generate big problems.
Need for status and power
Many types of conflicts in organizations are caused by the need for status and power. In brief, envy is highlighted in this factor.
When one worker or department has advantages over another, envy can contaminate the environment and hinder productivity. If this power condition is not justified or qualified, employees can create problems with each other or with the organization.
Some people have a certain predisposition to generate organizational problems, either due to their personality or maturity to live in a group.
Accepting the opinion of other people, giving way to different ways of carrying out activities, agreeing with methods to define schedules, among other tasks, become a great challenge, committing the whole group to its inflexibility.
Whatever the reason that generates the different types of conflicts in companies, HR must be ready to provide adequate support and guidance to deal with these issues. More than avoiding them, the sector must make these experiences tools to strengthen the workforce, encourage personal growth and offer conditions for improve organizational productivity.
Want to learn more about complex relationships in the workplace? Then, read this supplementary material about fights that can help your HR to resolve this situation.