Due to individual differences on the basis of cultural background, learning styles, personality etc. emergence of conflicts amongst employees in various levels is inevitable. Moreover, managerial expectations, communication breakdown and accountability issues can be specified as additional sources of conflict. Stereotyping can be mentioned as another factor that can cause conflicts in workplaces.
Interestingly, the same elements that are perceived to be success factors such as team-working and communication can be sources of conflict due to reasons specified above. Constructive debates and conflicts may benefit organisation to a certain extent. To be more specific, conflicts may result in clarifications of certain issues, contribute to more effective decision-making and improve certain organisational processes.
Nevertheless, managers need to ensure that occasional conflicts in organisation are limited within the boundary of work-related issues and employees do not conflict with each-other on personal grounds. Negative outcomes of conflicts may include stress, decreased employee performance, game of politics in organisation etc. Range of measures to be initiated by managers that can reduce the numbers and scope of unnecessary conflicts include fully clarifying roles and responsibilities of each individual employee, making management expectations clear, eliminating communication barriers with their subordinates and improving the overall organisational culture.