Role Conflict: the lack of definition

Role confusion: ambiguity as a source of tension.

Role Conflict occurs when it is unclear who should do what, or when one person assumes a role that the other does not recognize or expect.

This lack of clarity is a constant source of frustration and tension, as responsibilities overlap, are ignored or, at worst, become a dispute over authority.

In a work environment, for example, this conflict can arise when there is no clear job description, leading to two employees competing for the same tasks.

In a family, it can manifest itself when one member assumes a role that the rest of the family has not assigned to him or when two people fight for leadership in decision-making.

Often, the lack of role definition creates an atmosphere of resentment and distrust.

People may feel that they are doing more than their fair share or that their work is not being valued.

The conflict is not about the person per se, but about the ambiguity in the role structure.

Resolution strategies: clarity and negotiation

To resolve role conflict, the main strategy is clarity and negotiation. The first step is to define and clarify the roles and responsibilities of each person.

This involves setting boundaries, expectations and responsibilities explicitly, rather than assuming them.

In the professional environment, this can be achieved by creating detailed job descriptions or establishing clear agreements on who is responsible for which project.

On a personal level, it can be resolved through an open and honest dialogue about each other's expectations.

Once roles are defined, it is important for both parties to negotiate and reach a mutually acceptable agreement.

This could involve one person taking on one responsibility in exchange for the other taking on another task, or agreeing on how decisions will be made in the future.

The key is for the process to be collaborative and for both parties to feel heard.

If the conflict is over leadership, a neutral mediator may be able to help establish an agreement on decision-making.

In the end, the solution lies not in the imposition of roles, but in r