Role clash: causes and effects

Imagine a Director with a Personal Assistant (PA) and a Secretary who alone believe it is their responsibility to handle the Director’s files and accompany him on outings. The Palestinian Authority sees this as its responsibility, while the secretary is of the same opinion. Therefore, they continue to witness role conflict whenever a problem related to this responsibility arises. This is a good example of role clash. Little has been written by management professionals on this subject and therefore the need to have this article as a good guide.

It is always necessary to checkmate all its forms within an organization because once they are allowed to rear their ugly head, the consequences are always far-reaching and difficult to combat, especially when the parties involved are indispensable. The end result of role clashing attitudes is always chaos, hatred, waste, and mistrust between the parties involved.

Therefore, role clash is defined here as “doing the same task” or “finding two or more people doing the same task in such a way that it gives rise to dueling between the parties involved”.

CAUSES OF ROLE CLASH

There are quite a few causes of role conflict in an organization, some of which are mentioned below:

1. MISINTERPRETATION OR MISCONCEPT OF THE FUNCTIONS

There is a tendency that the parties involved have misunderstood his role or he/she probably does not have a thorough understanding of the limitations of his/her job role. This is one of the main causes of it in an organization.

2. INCORRECT DELEGATION OF FUNCTIONS

When delegating duties to subordinates, the boss must ensure that two separate people are not given a role. In fact, it has been argued that the best way to ensure there is no role clash is to ensure that an employee reports not to two immediate bosses but to one, especially when he delegates. This could also be a barrier to overcoming role conflict issues in an organization. Therefore, there is a need for an adequate delegation of functions.

3. THERE IS NO CLEAR CUT IN THE JOB DESCRIPTION/ROLE CLARITY

This is another important point to consider. It is always necessary to clearly define each worker’s job description and check against each other to ensure there is no conflict in those roles before they are assigned. Most role conflict issues stem from a poor job description and those not being updated as the organization grows larger and larger.

4. DEFECTIVE ORGANIZATION CHART/STRUCTURE

The organization chart/structure is another potential source of role conflict and this is why it should be updated on a timely basis. It must be functional and absolutely correct and reliable. It must show who is responsible to whom and what is to be done by whom.

5. LACK OF COMPETENCE AMONG WORKERS

There is also this problem of incompetence among workers that results in a clash of roles. While this is not false, efforts must be made by the organization to ensure that workers are well trained and competent to do the job in question.

ROLE CLASH EFFECTS

12 points are highlighted here as effects. While this list is not all-encompassing, it nevertheless serves as a guide for organization.

1. It could lead to waste of resources and stoppage of production or provision of services

2. Creates frustration, anxiety and tension in the worker

3. It causes less job satisfaction

4. The job turnover rate increases as a result of frustration and dissatisfaction.

5. There could be a decrease in motivation

6. It also causes a decrease in the quality of working life

7. Decreases organizational commitment on the part of workers

8. There could be an increase in withdrawal behavior

9. It could degenerate into role conflicts and other similar labor conflicts

10. It can create an environment full of mistrust and suspicion

11. Generates resistance to teamwork

12. Low worker morale/work to rule

Altogether, the organization should make efforts to ensure that it is removed in any of its forms to ensure the smooth running of the organization.