Stages of Conflict in the Workplace

1. Antecedent Conditions:

Antecedent conditions are factors that create a fertile ground for conflict to arise. These can include
communication issues, incompatible goals, scarce resources, personality differences, or organizational
changes that disrupt the status quo.

2. Perceived and Felt Conflicts:

Perceived conflict occurs when individuals involved become aware that there is a divergence of interests
or concerns. Felt conflict follows, where emotions such as stress, frustration, or anger start to emerge
due to the perceived differences.

3. Manifest Conflict:

Manifest conflict is when the conflict becomes visible and behaviors reflecting the underlying issues
start to surface. This stage often involves open disagreements, disputes, or confrontations among the
parties involved.

4. Conflict Resolution or Suppression:

In this stage, efforts are made to address the conflict either through resolution or suppression. Conflict
resolution strategies may involve negotiation, mediation, compromise, or collaboration to find a
mutually acceptable solution. In some cases, conflicts may be suppressed or ignored, leading to
unresolved issues simmering beneath the surface.

5. Conflict Aftermath:
The aftermath of conflict involves the outcomes and consequences of the conflict resolution process.
This stage can result in either a positive resolution where relationships are strengthened, lessons are
learned, and improvements are made, or negative consequences such as lingering resentment, damaged
relationships, or unresolved issues that may resurface in the future.

Levels of Conflict:

1. Intrapersonal Conflict: Conflict within an individual, such as conflicting goals or values.

2. Interpersonal Conflict: Conflict between individuals, often due to differences in personalities,

communication styles, or interests.

3. Intragroup Conflict: Conflict within a group, affecting team dynamics and collaboration.

4. Intergroup Conflict: Conflict between different groups or departments within an organization, leading
to issues like competition or lack of cooperation.

Situation in the Workplace:

In my workplace, there was a situation where antecedent conditions, such as a reorganization that
shifted team responsibilities, led to perceived and felt conflicts among team members. Some team
members felt that the new structure favored certain individuals, causing tension and disagreements
within the team.

As the conflict progressed to the manifest stage, there were visible signs of strained communication,
decreased collaboration, and increased stress among team members. The conflict resolution process
involved facilitated discussions, where team members openly expressed their concerns, and a
compromise was reached to redistribute responsibilities more equitably.

The conflict aftermath resulted in improved team dynamics, clearer communication channels, and a
more inclusive decision-making process. Through addressing the conflict constructively, the team was
able to strengthen their relationships, enhance their problem-solving abilities, and foster a more
cohesive and productive work environment.
Understanding and effectively managing the stages of conflict in the workplace are essential for
promoting positive outcomes, fostering teamwork, and maintaining a healthy organizational culture.

Sources: Conflict Resolution in the Workplace - SHRSHR

Human Resources (HR) plays a crucial role in the recruitment, selection, and hiring of effective
employees within an organization. Here are the key aspects of HR's role in this process:

Recruitment:

1. Talent Acquisition Strategy: HR develops and implements a talent acquisition strategy aligned with the
organization's goals and needs.

2. Job Analysis and Description: HR conducts job analysis to define job roles, responsibilities, and
requirements, creating accurate job descriptions to attract suitable candidates.

3. Sourcing Candidates: HR utilizes various channels like job boards, social media, and networking to
attract a diverse pool of qualified candidates.

4. Screening and Shortlisting: HR screens resumes, conducts initial interviews, and shortlists candidates
based on job fit and qualifications.

5. Employer Branding: HR showcases the organization's culture, values, and benefits to attract top talent
and enhance the employer brand.

Selection:

1. Interview Process: HR designs and conducts structured interviews to assess candidates' skills,
experience, and cultural fit.
2. Assessment Tools: HR may use assessment tools like tests, case studies, or simulations to evaluate
candidates' competencies.

3. Reference and Background Checks: HR verifies candidates' references and conducts background
checks to ensure credibility and fit.

4. Collaboration with Hiring Managers: HR collaborates with hiring managers to ensure alignment on
candidate requirements and selection criteria.

5. Decision Making: HR plays a key role in the final selection decision, considering all aspects of
candidate suitability and organizational needs.

Hiring:

1. Offer Management: HR extends job offers, negotiates terms, and ensures a smooth onboarding
process for successful candidates.

2. Onboarding: HR facilitates the onboarding process, introducing new hires to the organization, its
policies, culture, and job expectations.

3. Integration and Retention: HR supports new employees' integration, providing resources, training,
and ongoing support to enhance retention and engagement.

4. Performance Management: HR sets performance expectations, monitors progress, and provides

feedback to help new employees succeed in their roles.

5. Feedback and Improvement: HR collects feedback from hiring managers and new hires to
continuously improve the recruitment and selection processes.

Overall, HR's role in recruitment, selection, and hiring is pivotal in ensuring the organization attracts,
selects, and retains the right talent that aligns with the company's objectives and culture. By effectively
managing the recruitment process, HR contributes to building a skilled, diverse, and engaged workforce
that drives organizational success.

Source: Recruitment and Selection: The Most Critical HR Function - iSmartRecruit