Because of its negative consequences, it is important for everyone to learn how to prevent conflict from becoming destructive and reaching a stage where it becomes a serious hindrance to productive living. Regardless of where it manifests itself, conflict can be a major mental and emotional drain on people. Conflict can take a serious toll on people in terms of their efficiency and productivity. Some people become so bothered by conflict they lose sleep over it. In the workplace, conflict means low morale, reduced productivity, and unsatisfactory customer relations.

Common Causes of Conflict

Conflict is a normal and unavoidable fact of life. Whenever people have to co-exist, there will be conflict. However, while conflict is ever-present in human life, there are times when it exceeds the level where it can be considered acceptable or healthy. It is important that people learn how to prevent conflict from becoming destructive by being sensitive to how it takes place and what causes it.

Conflict has several common causes and dealing with them appropriately is a vital key in the discourse on how to prevent conflict.

Disagreement about access to resources. Conflict of the most hostile form can take place whenever people feel that they do not have fair access to resources and whenever they feel deprived of a resource that they are entitled to. Wars and dispute lasting for generations have been fought for this reason because resource based conflict can make people feel that their very survival is being threatened. When this happens the conflict can be very hostile and can escalate into violence.

Sometimes preventing conflict in the area of resources can be achieved by setting resource use policies that are acceptable to all concerned. This may mean setting a cap to the access of people to certain privileges or assets; it may mean openly discussing the availability of funds, space, materials, or whatever resources are in question. It may also mean finding creative ways of sharing resources so that everyone has what is needed.

Unclear roles and expectations. When people have certain expectations of others that may have been assumed due to some cultural, historical or popular practices. Preventing hostile conflict in the area of roles can be done through job descriptions and through dialogue.

Unclear processes and procedures. Unclear processes and procedures often make people that they have been disrespected and that they are expected to comply with things they have insufficient understanding about.

Lack of information or wrong information. To address this, you need to find out what the facts are by inquiring about what really happened. Ask questions to find out what people are thinking, how they perceive goals and see their own roles as well as the roles of others. Focus on details, review work processes and the dynamics of the people involved but at all times, be objective while trying to get the necessary information.

Get people to talk. The usual tendency of people is to talk to one party first then the other to start the process of getting people together but it is best to bring the parties together as soon as possible and help them talk and be there to help them communicate well. Make the rules clear about the dialogue and be firm about not allowing any name-calling.

In order to prevent from escalating into full-blown hostility, it is important to examine your own role in the situation. Sometimes a manager becomes remiss in providing clear guidance about procedures and processes; sometimes managers can be inflexible or indecisive. The wise leader is one who can take ownership for his mistakes and make new beginnings possible. This way, conflict becomes a building block for a stronger and more productive team.