In professional practice, conflicts can arise due to various factors such as communication issues, differences in values and priorities, disputes over workload and resource allocation, and personality clashes. Communication breakdowns, whether due to poor articulation, misunderstandings, or lack of effective channels, can result in mistrust and confrontation among team members or between management and employees. Additionally, conflicting values or divergent priorities within the organization can lead to disagreements and conflicts when decision-making processes are impacted by these discrepancies (Hyatt & Gruenglas, 2023). Furthermore, disputes over workload distribution, resource allocation, or task assignments can create tension and conflict, especially when individuals feel unfairly burdened or undervalued in the distribution of resources.

Organizational values and culture significantly influence the way conflict is addressed. A culture that prioritizes open communication, transparency, and inclusive conflict resolution processes fosters a collaborative and respectful approach to resolving conflicts (Mabona et al., 2022). For instance, when an organization promotes open dialogue, mediation, and arbitration as part of its conflict resolution processes, it creates an environment conducive to constructive conflict management. The role modeling of leadership in upholding values such as respect, empathy, and fairness sets the tone for conflict resolution, creating a culture where conflicts are managed with integrity and professionalism. Additionally, conflict resolution policies and training programs can significantly impact the way conflicts are addressed within an organization, emphasizing the importance of proactive measures to prevent conflicts from escalating into more serious issues and ensuring a safe and conducive work environment for all employees.