竞争与合作的差异 – 很明显，不同的人对工作场所有不同的看法和个性。有些员工喜欢竞争，有些则试图与其他员工一起合作。发现员工发现很难与侵略性，姿态，小气和居高临下的员工合作（Joseph，2009）。因此，在这种情况下，新员工可能具有竞争性，从而导致故意的破坏，最终使其他员工处于防御状态。
Competitive versus cooperative differences – It is evident that different people have different perceptions and personalities regarding the work place. Some of the employees prefer competing whereas some other attempt to work together and cooperate with other employees. It is found that the employees find it difficult to work with the employees who are aggressive, posturing, petty, and condescending (Joseph 2009). Thus, in the concerned situation, the new employee might have a competitive nature and thus leading to intentional sabotage that eventually puts other employees in a defensive state.
Each of the factors highly adds to the occurrence of personality conflicts, thus leading to certain consequences and negatives impacts on the employees and on the company’s business.
Conclusion and Recommendations
Personality conflicts have been one of the biggest challenges for the company, usually experienced by the new employees. These conflicts are found to diffuse by professionalism, appropriate action, mutual understanding and acceptance. It is evident that no employee or individual can control the he / she reacts to certain condition, thus such conflicts must be addressed and attempted to resolve at earliest stages. The effective resolution of conflicts eventually leads to a more productive and happier work place. However, it is important to note that the engagement in the destructive work relationships and personality conflicts can severely affect the professional career of each of the employees. Thus it becomes much more important that not just the human resources department and managers, but each and every employee work towards mitigating the occurrence of work place conflicts. There are certain steps that could have been followed by the concerned new employee, his / her colleagues, or higher authorities to resolve the identified personality conflict in between the new employee and already existing employees.
Each of these strategies utilize different approach to resolve the personality conflict, thus it is essential that the individuals or parties use the most effective or compatible one to resolve the same. The best approach when none of the strategies work is reaching the management as the management can efficiently assign the engaged parties or individuals to different teams or projects (Lewicki 2006). The management can also transfer these parties or individuals to different departments or divisions, thereby eliminating the associated contract.