A personal conflict involves a conflict between two people, most often because of mutual dislike or personality conflict.  According to Boston University FSAO, “the causes of workplace conflicts can be differences in personality or style and personal problems such as substance abuse, child care problems and family problems. Organizational factors such as leadership, management, budgeting and disagreement over core values can also contribute to this achievement.  The University of Colorado-Boulder cites poor communication, different values, competing interests, limited resources, personality conflicts and poor performance as the main causes of workplace conflicts.  A healthy conflict is a constructive conflict – the nature that fuels differences of opinion, but does not impinge on people`s fundamental respect for each other. Indeed, a healthy conflict often brings benefits: with unhealthy agreements, “teams (and team members) often act at odds with what they really want to do… (Dyer, 2013, 160). Similarly, with groups think that individuals can simply go with the team idea to avoid conflict. In both cases, the team members realize that the idea is not good, but they are silent. You`ve probably experienced enough conflict in your life to detect unhealthy conflicts when you see it and hear it. It has a way to hit you in the gut.
Second, it is interesting to note that professional intermediaries often say that when they are called upon to resolve a conflict, both parties are barely on speaking terms. Once the mediators look at the substance of both parties, they learn that the signs of abundance are present, but people have ignored the importance of it until things reach a breaking point. Achieving a common understanding usually means overcoming these obstacles first and then entering into sensible conflicts, that is, conflicts that lead to useful decisions. But these barriers create a form of conflict in itself – what I call “unhealthy conflict.” Healthy conflict is based on mutual respect and trust. Participants should be able to express ideas without being harassed or depressed due to disagreements. Avoid embarrassment and finger instead, participants are able to constructively express disagreements or problems. Studies define conflicts as everything from friendly sparring to vitriolic struggles, and in the middle, there is plenty of room for shadowy areas, such as.B. Disagreements on business strategy. Will these conflicts do without themselves or away from each other? The Power-Control wheel describes different tactics used in abusive relationships.
If these characteristics are part of a relationship, it is a sign that the relationship is unhealthy and can even be abusive. Recently, I read the term “unhealthy arrangement” in W. Gibb Dyer`s book “Team Building: Proven Strategies for Improving Team Performance “. I immediately thought about the concept of group thinking and wondered if these two terms were synonymous. Unfortunately, we are conditioned to regard conflict as inherently bad. Yes, if the project`s state meeting turns into a WWE battle, it`s a big problem, but it`s a dysfunctional conflict. Dysfunctional conflicts are often characterized by personal attacks, while functional conflicts are usually rooted in honest disagreements about work choices (often from different angles or priorities).