It’s quite obvious that conflicts are bound to happen at the workplace due to a number of factors, and if not fathomed as soon as possible, they may affect workers and the operation of work. Gladys Iradukunda, an accountant by profession, loathes the idea of bosses playing favoritism. This is a practice of giving unfair special treatment to one person or group at the expense of another. Favoritism and nepotism (the act of using your power or influence to get good jobs or unfair advantages for members of your own family) are some of the triggers of conflicts at work. Gloria Mutesi, a businesswoman notes that poor communication, toxic work environment, poor work habits, fear for change, bullying, insufficient training, among others, also contribute to clashes and disputes. She says that even though conflicts at work are inevitable, employers and employees can become better at resolving them. Mutesi explains that it’s necessary to identify conflicts, get to know the root cause and take steps to curb them. If the conflicts or clashes are between employees, ensure as a manager to listen to both parties carefully without taking sides. Make it a point to make the two parties solve their issues in a healthy way. She carries on that when it comes to communication, employers should offer a culture and an environment that allows everyone to air out their views or complaints comfortably without feeling intimated, or judged, as that way, they will share interesting or creative ideas that may be useful to the company. When workers are not offered a chance to communicate, they are likely to feel out of place. “If leaders can’t communicate appropriately as well, some employees won’t be able to receive a suitable and clear message. Therefore, communication skills are key, whether by employers or employees as they fuel the proper running of any company,” Mutesi states. She further notes that, although conflicts can be solved between employees, in situations whereby the parties involved become harmful, use inappropriate language, or even threaten an employee to quit work, HR should be involved in the matter. Mutesi carries on that in case of sexual harassment, the employer can seek assistance outside work especially if the abuser is the boss. According to Glassdoor, a job and recruiting site that operates online jobs and career communities, not all conflicts are bad or harmful for organisations. Healthy conflicts can help teams and departments figure out better strategies for solving problems. “Conflict can be a sign of an enlightened workforce that’s not afraid to air their opinions or challenge the status quo. For example, if a conflict developed because of a lack of communication, you can learn a valuable lesson on the need for proper communication with employees. These kinds of conflicts can result in long-term solutions and prevent similar conflicts from arising in the future.”
