How do I respond to guys in 100 words? To address conflicts effectively, we must first identify their sources. The conflict model identifies six main conditions that cause conflicts in organizational settings: incompatible goals, differentiation, interdependence, scarce resources, ambiguous rules, and communication problems. Incompatible goals often cause conflict. In organizations, department managers' different compensation plans can lead to conflicting work objectives. Each division of work has its own goals, which can interfere with the goals of others (10.3 Causes and Outcomes of Conflict). Another source of conflict is differentiation. Differentiation refers to differences among individuals regarding their beliefs, values, experiences, and preferences. Generational diversity often leads to workplace conflict. Conflicting beliefs may even form based on stereotypes and false expectations about coworkers from different backgrounds. Conflict due to differentiation may also arise during corporate mergers and acquisitions (McShane, 2021). Workplace conflicts also arise due to task interdependence. Task interdependence occurs when employees must share resources or coordinate work activities. Conflict increases with interdependence levels (McShane, 2021). This is partly because high task interdependence increases the intensity of relationships. As a result, even minor disagreements can quickly escalate into major issues (OpenStax, 2022). Scarce resources can often lead to conflicts in the workplace. This is because resources such as money, time, and equipment are often limited. When there is competition among people or departments for these limited resources, it can lead to conflicts (OpenStax, 2022). Budget conflicts and labor strikes are often caused by limited resources within organizations. When one group receives more resources, other groups receive fewer. This is a major source of friction in the workplace (McShane, 2021). Ambiguities in the workplace can create conflict among employees. Unclear or absent rules can cause conflicts at work. This leads to uncertainty, political tactics, and employees battling for their decision. Clarity in rules fosters agreement among employees (McShane, 2021). Jurisdictional ambiguities, where responsibility is unclear, also cause conflict. For instance, in employee selection procedures, if one department wants to hire an individual, but the other department does not, it can lead to a conflict (OpenStax, 2022). Another source of conflict within an organization can stem from communication problems. Aggressive communication fuels relationship conflict and makes it harder to maintain a task conflict focus. Poorly crafted communication or a lack of communication can amplify conflict (McShane, 2021). Conflicts can arise from various reasons, including communication issues like lost emails or unreturned phone calls (10.3 Causes and Outcomes of Conflict). It is possible to reduce conflicts in the workplace by using specific strategies that are effective for the type of conflict present. If conflicts arise in the workplace due to ambiguities, there are several strategies that can be employed to mitigate them. First, define roles and responsibilities clearly. Second, encourage open communication among all team members. Third, establish a framework for decision-making and problem-solving. Fourth, provide clear instructions to employees to help them understand what is expected of them and avoid confusion. Finally, make definite decisions when conflicts arise. By following these strategies, you can effectively manage conflicts in your workplace.