Workplace conflict
When I used to work in the Accounting department, I entered into an argument with the accountant. Illustratively, the accountant failed to include all the figures that I presented to him after completing all the financial records. The accountant complained that I was getting late with other reports, yet he did not keep records that I was presenting to him.
I would classify the conflict as task-based conflict. Illustratively, task-based conflict is termed as issues occurring when employees can’t agree on how to perform a specific task or have a different understanding of the company policies and procedures. Task conflict usually takes place because of disagreements. In the example given, there were various sources of conflict. The conflict was caused by ineffective communication. The accountant blamed me for the late submission of reports, yet I handed them before the due date. The inability to communicate effectively made me realize that the accountant was having issues with me hence creating a rift that was hard to seal. Secondly, task-based conflict was caused b inadequate resources. Notably, the company had insufficient resources regarding recording all submitted records. Ideally, the submission was being done manually instead of electronically, where it could be easy to find proof of the filed documents. The accountant also had ambiguous rules that he wanted other employees in the accounting department to follow. Consequently, other employees never liked his rules.
In every workplace, there is always conflict because of diversity in the organization. Consequently, workplace conflict can lead to absenteeism, reduced productivity, and mental health issues. On the other hand, conflict can help understand the needs of other employees within the organization. Therefore, the conflict-handling styles that used to solve the presenting issue were the problem-solving style. This style was used to help in finding a solution for both parties. In this scenario, both parties would benefit in that their issues will be presented and the source of the problem identified. During the problem-solving process, it was discovered that the accountant wasn’t observing the company policies as he was bullying other employees under him.
On the other hand, it was discovered that specific interpersonal differences were existing between the accountant and I. As a result, the management required the two of us to present all interpersonal differences. This would help in increasing productivity because of reduced workplace tension. The result of this conflict style made us realize that our conflict was baseless and resulted from workplace dynamics.
In conclusion, the consequences of workplace conflict can be upsetting. As an illustration, annually, American companies continue to lose more than $400 billion because of workplace conflicts that lead to poor communication, misunderstanding, cultural differences, and opposing ideologies. In organizations across the globe, workplace conflicts reduced the productivity of employees. For example, when employees get into conflict, they tend to miss deadlines and work at their best, leading to errors, poor planning, and a toxic work environment. In a conflict-driven work environment, organizations will be losing revenue since employees won’t be satisfied. This will be reflected in how they work performances. From this illustration, an organization should work on investing in different conflict-handling styles. This will help avoid any consequences that may affect the organization’s future performances and the productivity of the employees.