Some facts: Research shows that 60-80% of all difficulties in organizations stem from strained relationships between employees Ernst & Young reports that the cost of losing and replacing an employee may be as high as 150% of the departing employee’s annual salary. Fortune 500 Senior Executives spend 20% of their time in litigation activities.
It is estimated that more than 65% of performance problems result from strained relationships between employees -- not from deficits in individual employees skill or motivation. It costs 1.5 times the position salary to replace the employee in it (Drake Beam Morin, 2000). two-thirds of managers spend more than 10% of their time handling workplace conflict and 44% of managers spend more than 20% of their time in conflict-related issues.
Conflict is.. Process in which one party perceives that its’ interests are being opposed or negatively affected by another party -Wall & Callistor, 1995 The interactive process manifested in incompatibility, disagreement, or, dissonance within or between social entities. -Rahim, 1992
Therefore, conflict occurs.. within Frustration, depression Break-up, fights, family unhealthy environment Industrial unrest, organization loss of production loss of employee morale and therefore attrition
According to psychologists Art Bell and Brett Hart,there are 8 common causes of conflict in theworkplace. Conflicting resources. Conflicting styles. Conflicting perceptions. Conflicting goals. Conflicting pressures. Conflicting roles. Different personal values. Unpredictable policies.
Symptoms of Conflict Failing productivity Absenteeism Escalating cost Slipping employee morale Poor communication within the team Disastrous meetings Anger occurs quickly and easily Disagreements
There is a menu of strategies we canchoose from when in conflict situations: Forcing – using formal authority or other power that you possess to satisfy your concerns without regard to the concerns of the party that you are in conflict with.
Accommodating - allowing the other party to satisfy their concerns while neglecting your own.
Avoidingnot paying attention to the conflict and not taking any action to resolve it.
Compromisingattempting to resolve a conflict by identifying a solution that is partially satisfactory to both parties, but completely satisfactory to neither.
Collaborating cooperating with the other party to understand their concerns and expressing your own concerns in an effort to find a mutually and completely satisfactory solution (win-win).