Behavior flare-ups at work are not petty.
Personality clashes can undermine productivity at work. If left unmediated, it can explode to risky confrontations. This situation can bring unfortunate effects in team morale and in work routines. It can cost you your business.
A manager may not be aware that workplace conflicts should be given adequate attention. Since getting involved in conflicts can easily be dismissed as a person’s inability to get along with others, managers leave these people to take care of themselves and nurture bad feelings toward their peers. Managers may not want to meddle in the personal lives of employees. However, if the problem affects how the job is being treated, then there is appropriate reason why a leader should give attention to destructive workplace behavior.
Causes of ego collision on the job can stem from constant restructuring, and a heightened competition from among its personnel. A fast paced work can also cause more stress and result to more tension. The need for more output using lesser resources in a short time can produce anxiety and fear in workers.
Sometimes, there are also personalities in an office finding fulfillment in bullying others, exacting their dominance over people. A person’s glaring need to exercise control can be a strong motivation and if we be allowed to label this, it is an obsession. An extreme liking to hold power over individuals is a trait uncalled for, and needless to say, a dominance done at all costs. Hence, fuses can ignite and tempers can be very volatile inside highly charged work environments.
Some triggers may also include:
• prejudices based on race, age or culture
• intolerance of the nature of others
• false pride
• performance ratings/bonuses
• intimidation to status
• discrimination by management
• misplaced loyalties (to people instead of the organization)
• old grudges
Management action should be applied immediately when conflict between personalities becomes more widely apparent for everyone to see. But mediators must also know how to provide the right intervention technique so mediation will not backfire. Leaders also, may need to learn strategies on how to treat people fairly, so that clashes among personnel can be sidestepped.
Until leadership is mature enough to face this challenge and look the real problem in the eye, an organization may have to continue to experience behavioral crisis in some of its ranks.