Sources of Conflict
Communication
- misunderstandings
(due to language barriers, cultural perceptions, semantics, misinterpretation
of non-verbal cues) (Langton et al, 2013; Senior & Swailes, 2010)
- style
and tone of communication (aggressive, loud, within personal space, bullying,
disinterest etc.) (College of Nurse of Ontario, 2009)
- insufficient
exchange of information (which can lead to assumptions and rumours) (Langton et
al, 2013)
- over
communication (potentially compromising the clarity of the message) (Langton et
al, 2013)
Structure
- group
size, composition including age of members and turnover rate as well as degree
of specialization can contribute to conflict
- the
greater the ambiguity of tasks and roles typically leads to conflict
- reward
system especially if perceived as inequitable
- style
and effectiveness of leader especially as it relates to ability to manage
conflict, be trusted and respected
- lack
of alignment of goals within and between teams as well as groups can result in
conflict
- interdependence
between teams can produce conflict when one or more are either under or over
performing
(Langton et al, 2013)
Personal Variables
- personality
(which may also be described as four main social styles that can influence team
dynamics and result in conflict according to some Human Resources perspectives
such as Collins, 2008/2009 p. 39-40)
- Driving
Style-action and results oriented people who focus on outcomes rather than
relationships. They can be seen as
dominating, impersonal yet practical
- Expressive
Style-spontaneous and creative people who tend to see the big picture, are more
casual and thus don’t like to deal with details. They tend to like to receive personal
recognition
- Amiable
Style-relationship oriented people focused on personal interactions and trust
and thus tend to make time for socializing, seek consensus and as a result work
more slowly
- Analytical
Style-logical and information focused people who tend to be seen by others as
reserved and slow-moving
- Driving
Style-action and results oriented people who focus on outcomes rather than
relationships. They can be seen as
dominating, impersonal yet practical
- values
(which can be influenced by culture, upbringing can lead to the most serious
disagreements and are almost always pertaining to conflicting goals and
objectives) (College of Nurses of Ontario, 2009; Langton et al, 2013; Senior
and Swailes, 2010)
- emotions
(awareness of other, often unrelated variables impacting mood, emotional
stability and thus coping skills, emotional intelligence) (College of Nurses of
Ontario, 2009; Langton et al, 2013)