CAUSES OF CONFLICT.

Conflict is defined as a serious argument or disagreement, typically a proacted one. Can also be a clash of interest. The basis of conflict may vary but it is part of the society. Conflict is mainly caused by five major components: Information, identity, skills, environment and values.

Information.

Information is very vital. A full detailed information may prevent conflict. An example; I email my colleague that I need a file on my desk at 2pm on Friday. Based on difference in time zones whose 2pm am I referring to ? My expectation will be that she will read the email on that same day, what if she doesn’t?

Identity.

Many people lack self identity. One does not understand himself or herself. Some people also lack understanding of other people. This may lead to conflict with oneself and even other people. An example, two colleagues arguing over a certain project, with none of them willing to backdown because of the fear of losing. “I do not take alcohol because I was told not to by my mother, but it is because I know myself,” says Peterson during his speech on injustice.

Skills.

People have different skills. In work places, where colleagues are put in different teams, members are allocated different areas to work on. This may include; writing, printing and typing. Lack of the skill to do the work may bring conflict between one and the team members. The conflict may be triggered due to the expectations they had on one.

Environment.

The information may be fully detailed and correct but the environment in which it is conveyed may be the issue. An example; in an office where people working at home hate taking orders from their superiors. This may bring conflict among the colleagues.

Values.

Different cultures, have different beliefs and values. This may bring conflict in workplaces, neighborhood, schools and streets, especially when trying to fit in each other’s situations. People with different values may have different expectations on living standards, gender and roles.

References.

Cooke, W.N. (2007): Multinational companies andglobal human resource strategy: in P. Boxall, J. Purcell and P. Wright (eds): The Oxford Handbook of Human Resource Management. London, Oxford University Press Dontigney, E. and Media, D. (2008): Understanding Conflicts and Conflicts management.Httm://www.foundationcoalition.org/team.

Brookins, M. and Media, D. (2002): The Business Review, Workplace Conflicts not inevitable,California,W. Bruce Newman. Cooke, W.N. (2007): Multinational companies andglobal human resource strategy: in P. Boxall, J. Purcell and P. Wright (eds): The Oxford Handbook of Human Resource Management. London, Oxford University Press Dontigney, E. and Media, D. (2008): Understanding Conflicts and Conflicts management.Httm://www.foundationcoalition.org/team Maicibi, N. A. (2007): Human resource management success, Kampala,Makerere university printery. Torrinngton, D. et al (2011): Human resource management,England, Peason Education limite

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