Having that person at the workplace you cannot cope with?
More often than not, Workplace presents with people of different backgrounds of parenting styles, cultural predispositions, different level of expertise and intelligence, diverse social classes, and definitely not the same priorities. This makes it a place that requires a unison character trait that suits a balance and homeostasis for everyone, but who wants to compel their character trait to impede on their ego?
Before understanding the different obligations at work and its implications to the kind of communication skills that ought to drive us to a homeostatic character trait, it is important to list some few and common conflicts at the workplace.
• Leadership conflicts
• Interdependency conflicts
• Cultural based conflicts
• Personality clashes
Talking about leadership conflicts is a usual phenomenon at work, and even more active when role assignments are presented. Most people will term this as jealousy without seeing it in a broader spectrum. More than it looks, the company culture shapes the kind of leadership conflicts that happen. A culture is created, given its principles, support, measures and a chain by its predecessors. The chain of command in the leadership structure defines the conflict that will exist within the employees. Dealing with this, needs regular emphasis on the core values, mission vision and commitments of the company. Focusing on developing a synergistic company culture and core values that guide the team is inevitable if the goal is harmony in the workplace
Interdependency conflicts are furnished by dissimilarity in competence, roles, time management, reliance on someone else cooperation, input or output to get a job done. Interdependency-based conflict can be resolved by clarifying roles and responsibilities while ensuring that every employee is held accountable for their tasks. Drawing a company structure and decentralizing supervision to departments is also a good way of minimizing emotional strain.
Culture is a set of values, practices, traditions or beliefs a group share, whether due to age, race or ethnicity, religion or gender. There are more similarities among employees than there are differences; however, despite the many common attributes employees share, there still exist cultural differences especially triggered by the dialectical communication within the work premises. Naturally, employees from various backgrounds will experience conflict. In order to handle and preempt disputes, it is essential to strike a balance between these differences, come up with a healthy company culture that fosters appropriate and harmonious communication skills.
Personality clashes are the most profound source of conflict in the workplace. Personality clashes at a workplace are generally fueled by perceptions about someone’s actions, character or motives. When left unchecked, that employees may harbour resentment. The best way to tackle this type of situation is to understand each other’s feelings and encourage team members to push their ego’s aside. A personality disorder that is most likely to cause havoc is a histrionic personality disorder.
A person with Histrionic personality disorder has;
• Constantly seeking attention
• Excessively emotional, dramatic or sexually provocative to gain attention
• Speaks dramatically with strong opinions, but few facts or details to back them up
• Easily influenced by others
• Shallow, rapidly changing emotions
• Excessive concern with physical appearance
• Thinks relationships with others are closer than they really are.
Avoiding these types of workplace disputes should be a preemptive part of your company culture. But when they do happen, actively resolving these conflicts can create a more positive and enriching work environment. Involving workplace supervision is also a great professional input to empower goal achievement.
Blog by Aaron Lifeway House Psychologist.