Types/Levels of Conflict (Individual | Interpersonal | Intergroup Conflict)
How to manage each level of conflict
Because it exposes workers to fresh viewpoints and gives them the chance to look for novel and creative solutions to problems, conflict can be productive in the workplace. The steps to resolving each level of conflict at work are listed below.
1. Managing intrapersonal conflict
Daily intrapersonal conflicts are possible, but learning to resolve them can improve your analytical reasoning and decision-making abilities. To manage intrapersonal conflict:
Review the conflict-related company policies, if applicable. Follow any established procedures or ask a supervisor for advice.
Review the advantages and disadvantages of your conflict and project the results of the possible choices. Think about choosing the solution with the most benefits or the best results.
Be mindful of the amount of time you have to find a solution. Consider establishing a deadline to make sure the dispute is settled quickly
2. Managing interpersonal conflict
Interpersonal conflict management enables team members to cooperate to find a solution. Colleagues can strengthen their bonds and even devise completely original plans or solutions to issues. Here are four steps you can take to end workplace interpersonal conflict:
Start by determining the precise nature of the conflict, including what caused it and how each party responded to the circumstances. Determine what each party wants and needs from the resolution by viewing the situation from their perspective.
Examine how the dispute has affected each party, the project, and the workplace. This step can encourage everyone to work together to find a solution by highlighting the significance of ending the conflict to each party.
Allow each side to propose one solution to the dispute, taking turns with each suggestion. This step enables each party to determine a peaceful resolution to the conflict. Additionally, parties can collaborate to brainstorm ideas in order to develop joint solutions.
Choose a solution that benefits each party as a group. To assess and gauge a resolution’s progress, think about incorporating goal setting as a component of this stage.
3. Managing intragroup conflict
Maintaining employee productivity and ensuring teams achieve group goals can be achieved by managing intragroup conflict. Here are three actions you can take to effectively resolve disputes within your group:
Discuss openly what sparked the argument and how each side feels about it. This step guarantees that everyone can participate in finding a solution and can candidly discuss the problem. Ask each team member to discuss the reasons they hold their beliefs and the information that supports them.
Break the team into smaller groups consisting of different viewpoints. Consider the conflict and list the advantages and disadvantages of potential solutions. Gather as a team and ask groups to share their ideas. Because fewer people are trying to discuss their side simultaneously in smaller groups, discussions can be more in-depth.
Choose a course of action as a whole team or decide whether more brainstorming is necessary. Verify that everyone is on board with the choice and committed to the suggested course of action.
4. Managing intergroup conflict
You can use intergroup conflicts as an opportunity to improve team dynamics, generate fresh ideas, and boost staff confidence in their capacity to resolve future conflicts. Here are three steps to help get you started:
You can speak to large groups of people in an open forum, for example. With a smaller group of stakeholders, this scenario can be used to hear a variety of perspectives, ideas, and concerns regarding issues that affect a large group of people.
Sometimes, only a small group of individuals, such as team leaders or department heads, are required to resolve an intergroup conflict. This step may follow a public forum or may serve as the primary dispute-resolution strategy.
Encourage both parties to meet and talk about issues as they arise. If at all possible, switch team members around so they can see a problem from the other team’s point of view. Then, ask groups to come up with solutions that will have the biggest impact. To reach an agreement, think about conducting a vote to determine how interested each side is in the solutions being offered.
What are the levels of conflict?
Four different types of disagreement that impact a person or group of people are referred to as “levels of conflict.” Each level comes with its own unique challenges and solutions. The four levels of conflict are:
This level relates to a disagreement within the company and only one person is involved. Your own thoughts, feelings, ideas, values, and predispositions give rise to this conflict. When you are torn between what you “should do” and what you “want to do,” it may happen. ”.
Reyna is adding a new employee to her sales team, for instance. She meets with a number of potential employees and is convinced that three of them would make excellent sales representatives, but she is unable to make a decision. She puts off hiring for a month while she thinks it over.
In a larger organization, there are two or more people involved in this conflict. Different personalities or viewpoints on how to achieve goals may be the cause. Interpersonal conflict can even happen when neither party is aware of it.
For instance, Tanya, a digital marketer at her company for four years, always planned to succeed the director of marketing when he retired. However, when it came time to fill the position, the business hired a different employee who had only worked there for a year. Tanya was unhappy with both her former and new supervisors, but she never expressed her frustration to either of them.
When there are several people working toward a common goal who have different opinions, backgrounds, and experiences, this level of conflict arises between members of a single group. Even though they might all have the same objective, they might have different ideas about how to get there. When team members have different communication styles and personalities, intragroup conflict can also happen.
Josh and Ashley think that a direct mail campaign to a specific audience is the best marketing strategy for a company that is about to launch a new product. Social media ads, in the opinion of Beth and Tom, are a superior strategy. Adam thinks an influencer campaign would make the biggest difference. The disagreement prevents the creation of a campaign strategy, and the launch date is just two weeks away. Tension is high, and the delays impact other departments.
Conflict at this level arises between various groups within a larger organization or those who do not share the same overarching objectives.
An e-commerce company’s marketing team is promoting a brand-new initiative that should help raise the average order value of each order by 15%. They make a timeline and let customers know when it launches. Nevertheless, despite their best efforts, the web developers in charge of designing and adding the new functionality to the website are running behind schedule. Unrealistic deadlines are frustrating the web developers, and postponing the launch is frustrating the marketing department.
Tips for managing conflict in the workplace
While you can use the aforementioned steps to deal with some forms of conflict, take into account the following advice to assist you in managing office conflict in a variety of circumstances:
Schedule an appropriate meeting time and place
Request time from all parties involved to resolve the conflict. Locate a peaceful, cozy area where you can have an unrestricted conversation.
Stay calm and be specific
Keep your composure during the meeting and try to concentrate on the practical effects. Talk about specifics of a dispute so that it can be openly resolved
Use active listening
To demonstrate your comprehension of the other party’s needs and concerns, think about paraphrasing their point of view. This step can aid in your understanding of the conflict and the understanding of the entire group if you are mediating it.
Celebrate progress and successes
Recognize the team’s efforts to alter behavior or strategy. Recognize and celebrate your team’s victories when it follows the resolution and they accomplish their goals.
What are the 4 levels of conflict?
- Intrapersonal conflict. Intrapersonal conflict is conflict within one person. …
- Interpersonal conflict. When two people disagree on a matter, conflict can also manifest as an interpersonal conflict.
- Intergroup conflict. …
- Interorganizational conflict.
What are the 3 levels of conflict?
- Task Conflict. …
- Relationship Conflict. …
- Value Conflict.