Identify two common sources of conflict in sport organizations and one resolution approach.

• A. Role ambiguity and resource competition; resolution via clear role definitions and collaborative problem-solving/mediation.
• B. Differences in weather; resolution via more coffee breaks.
• C. Overstaffing; resolution via layoffs.
• D. Time zone differences; resolution via asynchronous work.

Answer: (A)

In sport organizations, conflicts commonly arise when roles and responsibilities aren’t clearly defined and when resources are limited or contested. When people aren’t sure who has authority or who should do what, tasks can overlap, important duties can be neglected, and miscommunication grows. At the same time, competition for scarce resources—budgets, facilities, equipment, staff time—creates tension as departments or individuals push for priority and influence.

The best way to address this is to establish clear role definitions and decision rights, with explicit job descriptions, reporting lines, and accountability. Pair that with collaborative problem-solving: bring stakeholders together to set shared goals, negotiate fair resource allocation, and use mediation or structured conflict-resolution processes when disagreements arise. This approach targets the root causes by clarifying expectations and providing a constructive path to resolution.

The other options don’t fit the typical sources or remedies for conflict in sport organizations. Differences in weather are external factors, not internal sources of conflict; simply taking more coffee breaks won’t resolve underlying issues. Overstaffing and layoffs reflect staffing decisions rather than core conflict sources, and layoffs aren’t a constructive conflict-resolution approach. Time zone differences can create communication challenges, but asynchronous work is a workaround rather than a fundamental resolution of conflict.