Conflict resolution in the workplace

Conflict is a natural and inevitable part of any workplace. Differences in opinion, communication issues, personality clashes, and competing priorities are all factors that can contribute to workplace conflict.

With tensions and anxieties at an all-time high in Nigeria due to the current political divide and racial inequity discussions at work, the chances for workplace conflict have increased.

Conflict can be expressed in numerous ways such as direct personal insults, non-cooperation, bullying and anger. Its causes can range from differences in ideologies, personality clashes and misunderstood communication to organizational mismanagement.

The negative effects of workplace conflict can include work disruptions, decreased productivity, project failure, absenteeism, turnover and termination (Shrm store resources -conflict resolution 2023 p.4)

 Emotional stress can be both a cause and an effect of workplace conflict. However, effective conflict resolution strategies can help to prevent disputes from escalating and facilitate positive outcomes for all involved.

Conflict resolution is important because “when people experience conflicts, much of their energy goes into emotions related to those conflicts” (Wilmot & Hocker, 2011, p. 2).

Some emotions commonly associated with conflict include fear, anger, distrust, rejection, defensiveness, hopelessness, resentment, and stress (Wilmot & Hocker, 2011; Bolton, 1986).

Another reason conflict resolution is important is because people involved in heavily contentious conflicts are likely to experience “a wide range of psychological and physical health problems including weakened immune system, depression, alcoholism, and eating disorders” (Pruitt & Kim, 2004, pp. 11–12).

One of the key principles of conflict resolution in the workplace is to address issues promptly and proactively. This means that managers and employees should be encouraged to communicate openly and honestly about their concerns and work together to find mutually beneficial solutions.

It is important to create a workplace culture that values constructive feedback and encourages employees to express their opinions and ideas in a respectful and professional manner.

Active listening is another important skill for effective conflict resolution at the workplace. Managers and employees should be trained to listen attentively to others' perspectives and concerns, without interrupting or passing judgment. This can help to foster trust and understanding between parties and promote a more collaborative and inclusive workplace culture.

Mediation is another effective strategy for resolving workplace conflicts. A neutral third party can help to facilitate communication between parties, identify underlying issues and interests, and work towards a mutually acceptable solution. Mediation can help to avoid costly and time-consuming legal battles and promote a more positive and productive workplace environment.

It is also important to have clear policies and procedures in place for addressing workplace conflicts. This can help to ensure consistency and fairness in conflict resolution processes and provide employees with a clear understanding of their rights and responsibilities.

Conflict resolution is important because “when people experience conflicts, much of their energy goes into emotions related to those conflicts” (Wilmot & Hocker, 2011, p. 2).

Conflict resolution in the workplace is an ongoing process that requires commitment and dedication from all parties involved. By fostering open communication, active listening, and a culture of respect and inclusivity, employers and employees can work together to create a more positive and productive workplace environment, where conflicts are addressed proactively and constructively.

Conflict adds to productivity and sometimes enables healthy competitiveness. Resolution is added in by ensuring that the office culture encourages open communication and teamwork.

Management can create a healthy environment that minimizes negative conflicts and ensures quick resolutions by being deliberate about it and providing systems to address this. Such systems include mediation systems which will be embedded in the company policies. Having in-house counsellors/mediators and providing training on this issue and related subject matters like emotional intelligence, negotiation, team management, etc. Coinbox Limited provides training in these areas and more with relation to business management and operations. Some training courses are coming up on these and more. Check out our website or contact me for details. You can reach Coinbox Limited by email on info@coinboxlimited.com or phone +2349063107538, +2349093929847.

Thank you.

Ojobo Somtochukwu (somtochukwu.ojobo@coinboxlimited.com.ng)