This reality can be influenced by many outside factors such as a person's value system, individual needs, culture, habits, and upbringing of the individual. Diversity in the workplace also contributes to conflicts that center on interpretation and perception due to cultural differences, morals, and beliefs that are followed within the individual's culture. .
Personal factors are another type of barrier that causes conflicts within work groups. Some team members have their own personal goals and agendas they are trying to fulfill. When individuals concentrate on themselves solely and not the team as a whole, competition between team members can occur. A team member may want to display their own personal merits to receive praise and accolades individually as opposed to team or group merits. .
When team members have different values, conflict will arise. A good example of this is a large age disparity in the work group known as generational difference. When there are Baby Boomers and Generation X workers present in the same group the difference in values can play a major role in conflict. Baby Boomers avoid conflict while Generation X is more conflict-oriented.
Some team members have different needs within a work team, which may cause conflicts to arise. Some individual attitudes may reflect a desire to work solely for compensation. Individuals within the same group may work for the enjoyment and fulfillment the job provides to them. While the same employer may employ both individuals, they have two distinct needs that may cause them to perform differently within a work group.
Thompson, Aranda, and Robbins (2000) explain the difference in levels of conflict. The fact and data level of conflict is the first level. This level is rather simple; when the parties that are involved receive different facts and information on the situation at hand, they may become flustered. This is a basic problem with communication between people.
