Workplace conflict examples (plus how to solve them)

More companies are asking employees to return to their physical workplaces. This means more in-person interactions with bosses and colleagues and more opportunities for disagreements.

Let's face it, conflict in the workplace is common and inevitable. But with the right tools, you can effectively manage them and enjoy a successful career.

Understanding and managing workplace conflict aids in career success. It fosters a positive work environment, enhances team collaboration, and improves overall productivity.

In this article we will guide you through various work conflict examples and offer strategies to resolve them.

• Types of conflict at work
• Common workplace conflict scenarios
• Resolving conflicts in the workplace
• How to answer workplace conflict questions in an interview
• Conclusion
• FAQs

Types of conflict at work 

Interpersonal conflicts

Conflicts often arise from differences in personality, work styles, or personal beliefs. These differences can cause clashes and friction, which affect team productivity. For example, employees may have conflicts with management if they do not have enough chances to share their opinions. This can cause a drop in employee morale.

Intergroup conflicts

Disagreements can happen between different teams or departments. These conflicts might be due to different work styles, poor communication, or conflicting goals. For instance, tension can arise if one team feels they are treated unfairly compared to another. An example is when the IT team gets new equipment like laptops and ergonomic office chairs. This could make the customer service team feel neglected and frustrated.

Organisational conflicts

Some conflicts come from the organisation's structure or policies. For instance, a flat management structure can slow down decision-making and create confusion about responsibilities. This can lead to misunderstandings and frustration. Changes in the company's direction, like shifting focus to online sales and closing physical stores, can also cause widespread dissatisfaction and conflict among employees.

Common workplace conflict scenarios 

Here are some scenario examples of conflict in the workplace:

Resource allocation

Conflicts can arise over competition for limited resources like budget, equipment, or personnel. For example, the marketing team may need more staff to handle their workload, but they may not get any new hires. Meanwhile, the design team gets a few new designers.

To resolve conflicts over resources, communicate regularly and transparently with your manager about resource allocation. If they cannot grant a request, ask them to explain why. Learn the criteria for resource allocation and involve senior management in the decision-making. This can create a sense of fairness and reduce conflicts.

Regularly review and reassess your team's resource allocation quotas to ensure they are effective. Get feedback from team members to make necessary adjustments and improve the process. Encourage a collaborative workplace culture to help teams cooperate instead of competing against each other.

Work style differences

Conflicts can arise from different approaches to work. Some individuals may prefer high-risk investments, while others opt for safer ones with smaller returns. Additionally, one team member may thrive on collaboration, while another prefers working independently.

There may be clashes over project management methodologies or workflow processes. For example, a team member may want to use the waterfall methodology. Another team member may find it inflexible and ineffective. They may prefer the agile methodology as it is more adaptable, even at the last minute.

To resolve work style conflicts, focus on finding common ground with your coworkers. Learn about their values and goals, considering how they relate to the team's vision and mission. Embrace the value of diversity, recognising it as a strength rather than a weakness. Different work styles can complement each other, fostering creativity and innovation within the team.

Personality clashes

Varying personalities may lead to conflicts, especially when communication styles or personal values differ. For example, a highly meticulous team member may often discuss the details of a project during meetings. Another team member is a visionary and focuses on the big picture. They may find it frustrating to discuss minute details and prefer brainstorming the overall strategy.

Conflicts can also arise between introverts and extroverts. Introverts may prefer to think things over in their head. Extroverts prefer to collaborate with others and exchange ideas. The introverted team member may feel that the extroverted one is disruptive by discussing ideas with them. The extroverted team member may perceive the introverted one as unhelpful and unfriendly.

To resolve these conflicts, employees can take personality tests, such as the Myers-Briggs Type Indicator or the DISC personality test. You can also discuss different personality types with your coworkers so they can appreciate their colleagues' strengths and weaknesses.

Resolving conflicts in the workplace 

Mediation serves as a neutral platform for resolving disputes and restoring relationships. Begin by finding a private, neutral space where everyone feels comfortable having an honest and open discussion.

You can also request a third-party mediator, such as someone from the HR department, to join the session. Consider using a structured session with a clear agenda from the start.

Mediation Techniques:

• Active listening
  ⁠Practice active listening by paraphrasing and summarising what the other person is saying. Ask open-ended questions for clarification, maintain eye contact, and nod. This shows respect for the other person's viewpoints and concerns, facilitating better understanding.

• Identifying common ground
  ⁠Look for areas of agreement, shared values, and mutual interests. These can help build trust and move the conversation forward, serving as a basis for collaboration.

• Brainstorming solutions
  ⁠Explore different options for resolving the conflict. Look for win-win scenarios that benefit both parties and create value.

Resolving workplace conflict through negotiation

Conflict negotiation focuses on finding an agreement that meets everyone's needs. Instead of giving in to demands or imposing positions, seek mutual gains or a win-win solution.

One effective tactic is to listen more than you talk, fostering understanding and ensuring the other person feels heard and understood.

Empathy is also crucial; try putting yourself in the other person's shoes to understand their perspectives, struggles, and priorities. This fosters a collaborative environment conducive to successful outcomes.

Negotiation skills to cultivate:

• Active listening
  ⁠Use your body language and restate what the other person says. This skill helps you build rapport, have a constructive dialogue and arrive at a win-win solution.

• Collaborative problem-solving
  ⁠Maintain an open mind and willingness to explore new ideas. Discussing ideas and exploring alternatives together can lead to finding an ideal solution.

• Clear communication
  ⁠Share your viewpoint clearly to help the other person understand you better. It clarifies your intentions and expectations and strengthens your persuasive power.

• Willingness to compromise
  ⁠Be ready to compromise to preserve relationships and achieve desirable outcomes. Determine what is most important to you before negotiating and decide what you are willing to give up and what you are not.

Resolving workplace conflict with better communication

Having clear and open communication improves transparency. It can reduce misunderstandings by ensuring everyone is on the same page. Effective communication helps in resolving workplace conflicts. It can also prevent future conflicts.

Incorporate clear communication into the workplace culture through regular team meetings, feedback sessions, and open-door policies. These practices set clear expectations, improve employee engagement, and reduce conflicts. Address conflicts immediately by approaching the conflicting parties when they arise.

How to answer workplace conflict questions in an interview 

Describing a past conflict

During a job interview, you may encounter behavioural interview questions. One such question may be to discuss a past workplace conflict. Choose examples that highlight your conflict resolution skills and positive outcomes. Be diplomatic and avoid blaming others. Focus on what you learned from the experience. You can structure your response using the STAR method: Situation, Task, Action, Result.

Example 1

Interview question:

"Explain a situation when you had a conflict at work and how you handled it."

Answer:

"At my previous job, we often had long meetings that left little time for daily tasks. One colleague tended to go off-topic, causing delays. I approached him and acknowledged his creativity. I added that I was having trouble completing my tasks and expressed how it affected our productivity. Together, we created a meeting agenda to stay focused. He agreed to note down off-topic ideas for later discussion. This resolved the issue and improved our productivity. It taught me the importance of open communication and finding collaborative solutions."

Example 2

Interview question:

"Describe a time when you encountered conflict in the workplace and how you resolved it."

Answer:

"In a previous role, our team faced conflicting opinions regarding project timelines. Some members favoured a conservative approach to ensure quality. Others pushed for aggressive deadlines to meet client expectations. Recognising the need for a balanced approach, I initiated a team discussion to understand underlying concerns and priorities. Through this open dialogue and consensus-building, we developed a compromise timeline that addressed both quality and client needs. This experience underscored the importance of adaptability and collaboration in conflict resolution."

Explaining resolution methods

Show that you are a problem solver by highlighting your role in finding a solution to the conflict. Mention names of specific strategies to show your conflict resolution skills. Remember to showcase your communication skills.

Example 1

Interview question:

"What is your conflict resolution style?"

Answer:

"In addressing conflicts, I believe in proactive communication and swift action. I initiate open and honest conversations with the parties involved to understand perspectives and concerns. I then employ various conflict resolution strategies, such as active listening, brainstorming solutions, or seeking mediation if necessary. For instance, there was a recent conflict regarding project priorities. I facilitated a team meeting to openly discuss different viewpoints and collaboratively develop a prioritisation plan. We were able to reach a consensus and effectively resolve the conflict while maintaining team cohesion."

Example 2

Interview question:

"How do you handle disagreements with colleagues?"

Answer:

"When faced with disagreements, I prioritise constructive dialogue and mutual understanding. I approach the situation with empathy, actively listening to my colleague's viewpoints to grasp their concerns fully. Once I understand their perspective, I aim to find common ground and explore solutions collaboratively. For instance, in a recent disagreement over resource allocation, I engaged in a one-on-one discussion with the colleague to understand their needs and constraints. Through open communication and compromise, we reached a resolution that satisfied both parties and fostered a positive working relationship."

Conclusion 

Workplace conflicts are inevitable, and you should not ignore them. This makes it essential to understand different conflict scenarios and effective strategies. Conflict resolution skills can help you maintain a positive and productive work environment. Keep learning about conflict resolution techniques to improve your professional growth and workplace environment.

FAQs 

Here are answers to common questions about this topic:

1. What are common examples of conflict at work? Some examples include differences in working styles, interpersonal conflicts, and disagreements between departments. There may also be conflicts due to cultural differences, especially in a multicultural country such as Malaysia. Disagreements and tensions may arise from differences in personal beliefs.
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2. How can I resolve conflicts with coworkers? First, avoid discussing the issue with other colleagues who are not involved. Speak to your colleague in person and stay calm and composed. Share your opinions directly and listen to their viewpoints without interrupting them. Focus on things you both agree on, such as how eager you are to meet the project goals. Seek a solution that benefits both of you. If you cannot find a solution, consider getting a third party to mediate the conflict.
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3. What are the best strategies for intergroup conflict resolution? Choose a neutral and private place for the meeting. Identify the problem and find out how it started. Discuss all the aspects of the conflict with the involved groups. Brainstorm solutions and weigh their pros and cons. Look for a solution that aligns with the team's goals and is fair and practical.
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4. Why is communication essential in handling workplace conflicts? Verbal and nonverbal communication are key as they can help you express your viewpoints in a non-threatening, non-aggressive way. By using "I" statements rather than "you" statements, you can avoid sounding accusatory or confrontational. Effective communication can help to overcome differences and restore relationships.
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5. What policies should companies have for conflict resolution? Companies can define acceptable and healthy workplace behaviours, such as being respectful and civil at the workplace. This means employees should share their points about the disagreement in a polite way. Policies should also detail the complaint procedures.