Paul Glover identifies six typical sources of conflict in the workplace: skill deficiency, different interests, stress, organizational deficiency, lack of resources, and personality clashes. He claims that 70% of workers report that stress is the biggest cause of conflicts, as employees feel pressure to be productive while worried about job security, and sometimes take out their stress through conflicts. Glover also argues that conflicts are an inevitable part of life and work, and that managers should recognize the sources and learn to handle conflicts constructively by facilitating respectful communication between opposing sides.

1. Wikis in the Workplace
ABDULLAH ALHASHAN
JOCELYN BANUELOS
AMANDA ESPARZA
JARRED FULLER
GLORIA RODRIGUEZ
LEAH WOFFORD

2. Paul Glover’s Take on Workplace
Communication
 What We Have Here Is a Failure to Communicate:
Recognizing the Sources of Conflict
 Glover takes a pragmatic approach to
communication
 Conflicts arise-that’s part of life!
 Conflict can last way too long
 Managers must know how to recognize and handle
conflict
 Communication is the key

3. Sources of Conflict
 Glover claims there are typical sources
 Six reasons why conflict arises in the workplace
 skill deficiency
 different interests
 Stress
 organizational deficiency
 lack of resources
 personality clash

4. The Six Sources of Conflict
 Skill Deficiency- Employees with poor communication skills are usually more prone to conflict. If co-workers
do not have the skills to express their concerns respectfully while genuinely listening to the concerns of others,
someone's feelings are bound to get hurt. One person will think the other doesn't understand him – and doesn't
WANT to understand him. Before long, each side has hardened its position and won't even try to be flexible.

 Different Interests- Sometimes two views are so diametrically opposed that conflict is inevitable. Think about
agreeing on which television station to watch in the break room, where one employee wants to watch soap operas
and another wants to watch news. We need to figure a compromise that addresses the wants, needs and interests
of both parties.

 Stress- More than 70 percent of today's workforces say that stress on the job is causing conflict. Many
employees feel "under the gun" to be more productive, all the while wondering about job security and feeling that
any lost argument could have a negative effect on job status.

 Organizational Deficiency- Managers think it's their job to eliminate conflict. Most organizations don't have
procedures for addressing conflict, and they seldom train employees to resolve it before it becomes a major
stumbling block to the work group. It is important to have a system that:
 Gives employees the interpersonal skills they need to resolve issues
 Includes procedures for employees to use if they need help addressing a conflict.

 Lack of Resources- When time, people, material or money is limited, conflict is inevitable as everyone fights to
get their share. This can be an issue among managers, who are attempting to get more work done with less.

 Personality Clash- Occasionally, we can't just "all get along". Some employees like a good fight – either
because they enjoy the conflict, because they are bored or because they are looking for entertainment. Often, they
are behind the scenes, egging on others to act.

5. Conflict Can Be a Good Thing!
 Managers fail to deal with these six sources because
they avoid conflict
 Conflict can be a good thing!
 According to Glover (2014), “conflict can bring
together opposing views that lead to a new, better
vision. Understanding that, and being able to share
that perspective as you help opposing sides
respectfully communicate, is essential for turning
conflict into collaboration” (para 5).

6. Biggest Source of Conflict
 According to Glover (2014): 70 percent of the
workforce says stress is the cause of conflict (point
3).
 People feel overwhelmed with being productive.
 Job security is one of the biggest causes of stress.
 People take out their stress by creating conflicts in
the workplace.