Organizational Conflict in Hybrid Workplaces – Types, Models, and Social Media Impact

by | Aug 11, 2025 | Uncategorized

Read the following article to better understand organizational conflict and how leadership and researched conflict resolution steps be used to mitigate or resolve conflict:

What the Differences in Conflict Between Online and Face-to-Face Work Groups Mean for Hybrid Groups: A State of the Art Review

Understanding Organizational Conflict in Hybrid Work Environments

Conflict can be present in an organization in many ways. There can be task conflict, process conflict, or interpersonal conflict between individuals. At its core, organizational conflict centers on the perception (or reality) that the particular situation will negatively impact what the individual believes is the correct assertion or process.

It is important to note that because opinions and experiences differ, that does not necessarily mean one party or the other is in error. However, these differences form the foundation of workplace conflict that must be identified and resolved.

Anyone can argue that conflict in organizations is inevitable, but company leaders and employees must recognize conflict exists and work to resolve the issues and mitigate potential impacts.

Discussion Questions

1. What are the different types of conflict and social dilemmas that can be experienced in an organization?

When analyzing workplace conflict types, consider:

  • Task conflict – disagreements about job responsibilities or project goals.

  • Process conflict – disputes over workflows, processes, and resource allocation.

  • Relationship conflict – interpersonal tension due to personality differences or miscommunication.

  • Social dilemmas – situations where individual interests conflict with group interests, often seen in team-based environments.

2. What conflict resolution models can be used to mitigate and reduce conflict in a company’s sociotechnical systems environment?

Effective models include:

  • Thomas-Kilmann Conflict Mode Instrument (TKI) – identifies preferred conflict-handling styles.

  • Interest-Based Relational Approach (IBR) – focuses on maintaining relationships while solving issues.

  • Collaborative Problem-Solving Model – promotes open communication and win-win outcomes in hybrid teams.
    These methods are particularly effective in sociotechnical systems, where human interaction and technology intersect.

3. How have social media applications increased or decreased conflict in the workplace?

Workplace social media use can:

  • Increase conflict through misinterpretation of tone, public disputes, or inappropriate content sharing.

  • Reduce conflict by improving communication, transparency, and team collaboration when used professionally.

Hybrid teams must set clear social media policies to leverage technology for conflict resolution rather than escalation.

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