Imagine a Director with a Personal Assistant (PA) and a Secretary who alone believe that 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 has the same opinion. Therefore, they continue to witness role conflict whenever an issue related to this responsibility arises. This is a good example of a clash of roles. Management professionals have written little on this subject, hence 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 clash attitudes is always chaos, hatred, waste, and suspicion between the parties involved.

Role clash is therefore defined here as “doing the same task” or “finding two or more people doing the same task in such a way as to give rise to mourning between the parties involved”.

CAUSES OF THE SHOCK OF ROLES

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

1. MISINTERPRETATION OR MISCONCEPTION OF THE FUNCTIONS

There is a tendency that the parties involved have misunderstood his/her role or he/she may 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 that there is no clash of roles is to ensure that an employee does not answer to two immediate bosses but to one, especially when he delegates. This could also be a barrier to overcoming role conflict problems in an organization. Therefore, there is a need for an adequate delegation of functions.

3. NO CLEAR CUT IN JOB DESCRIPTION/CLARITY OF FUNCTION

This is another important point to consider. It is always necessary to clearly define each worker’s job description and check with 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 that are not updated as the organization grows larger and larger.

4. FAULTY ORGANIZATION CHART/STRUCTURE

The organization chart/structure is another potential source of role conflict and therefore needs to be updated in a timely manner. It must be functional and absolutely correct and reliable. It should show who is accountable to whom and what is to be done by whom.

5. INCOMPETENCE AMONG WORKERS

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

EFFECTS OF THE Clash OF ROLES

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

1. Could lead to waste of resources and stoppage of production or provision of services
2. Creates frustration, anxiety and tension in the worker
3. Causes less job satisfaction
4. Increases the rate of job turnover 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 work 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 conflict and other similar labor conflicts
10. It can generate an environment full of mistrust and suspicion
11. Build resistance to teamwork
12. Low worker morale/work to rule

In total, the organization must make efforts to ensure that it is removed in any of its forms to ensure the proper functioning of the organization.