Workplace conflict is a substantial danger to employee well-being, according to numerous researches. However, such conclusions are based on a broad measure of conflict or its specific type. When looking at the different sorts of workplace conflicts, the existing literature divides them into three categories. Firstly, task conflict, then process conflict, and finally, relationship conflict (Anusree et al., 2019). With the understanding of the various conflict’s functions on personal well-being it will be easier to build effective conflict management programs.
The study of Anusree et al. (2019) examines the importance of several types of workplace conflict and the relationship between each of these categories of workplace conflict and employee well-being. The hypothesis focused on the negative relationship between various workplace conflicts and well-being of the personnel. Task conflicts, for example, imply differences among group members concerning thoughts and ideas connected to a certain task. (Anusree et al., 2019) This can be, for example, disputes over defining project goals, which has a detrimental impact on employee morale.
The study adds a substantial amount of information to our current understanding of organizational conflict management. It is mainly achieved by looking into the distinct associations between workplace conflicts and employee psychological outcomes. Such outcomes are represented by loneliness or weakened well-being. According to the findings, various types of conflict, such as relationship, process, and task conflicts, work in different ways to develop both loneliness and employee well-being (Anusree et al., 2019). Through the study, we can see that employee loneliness is affected differently by a certain type of conflict.
This article shows that understanding the possible circumstances that shape or mitigate the negative consequences of various types of conflict in an organization will provide direction on how to deal with the adverse conflict-related outcomes at work. Moreover, prioritizing conflicts as separate issues will lead to more manageable development of effective well-being programs and devise better employee management strategies for restoring a positive psychological state of the employee.
Reference
Anusree, MR., Kuriakose, V., Sreejesh, S., & Wilson, P. R. (2019). “The differential association of workplace conflicts on employee well-being. The moderating role of perceived social support at work”. International Journal of Conflict, 30(5), 680–705.