Sources of Conflict

The first step in resolving conflict is to determine the true source of the conflict. What may seem like interpersonal difficulties may actually be stress resulting from faulty processes or difficult tasks. Once the process or task is addressed, the "interpersonal" conflict may disappear. If however, the conflict is the direct result of personal interactions, then it is necessary to address the relationships directly. A perpetual problem in an employment position or role may indicate presence of an "unspoken underside of the organizational culture (Yarbrough, 1995)."

Sources of Interpersonal Conflict

Individuals aspire to various kinds of goals (Yarbrough):

1. "Content" goals which are specific concrete goals such as a good salary, getting the job done well, or a promotion.
2. "Procedural" goals like having a well-performing team and well-designed processes for getting work done.
3. "Relational" goals such as being included by others, treated with respect, and feeling appreciated.

Organizations are generally uncomfortable in addressing relational goals even though they are most often the true source of underlying conflict (Yarbrough). Identifying the source of the relational conflict may help its resolution. Consider whether the conflict arises in :

Sources of Relational Conflict
values	socio-economic issues	cultural differences
communication difficulties	real or perceived differences in status	lack of respect
opinions	personality differences	poor skills

Select Resolution to learn more about resolving conflict.