The Ultimate Guide On Developing Conflict Resolution Techniques For Workplace Conflicts - How To Develop Workplace Positivity, Morale and Effective Communications

Aiden Sisko

• Publisher: JNR Publishing
• ISBN:
  9781311830470
• Topic: Personal Development
• Subtopic: Conflict Resolution

If your goals include not only the enhancement of your company or organization as an entity, but a complete improvement of every department's performance? It is time for you to discover innovative ways to improve the workplace stress and atmosphere around you. These changes need to be conducive to achieving company and personal goals. In order to see the goals you have set actually come to bear fruit you will need to identify and cope with any type of conflict that exists in any situation!This book will help everyone in the company by providing you techniques that will enable everyone to clear up disagreements and conflicts. You will even be given tools that can convert disagreements into a creative force that benefits your company or organization.

Lemons into Lemonade

If your career goals include not only the enhancement of your company as an entity, but a complete improvement in each aspect of every department regarding quality and quantity as well, it is time for you to discover innovative new ways to change the atmosphere and environment around you. These changes need to be conducive to achieving company goals, ultimately leading to success.

In order to see the goals you have set actually come to bear fruit you will need to identify and cope with any type of conflict that exists in the situation.The information included here will tell you what you can do to teach your company techniques that will enable them to clear up disagreements and conflicts. You will be given the tools it takes to use disagreements in your company’s favor.

This will help you:

* form a backup system for clearing up conflict. You will be able to develop this in a manner that fits your company and the way it does business.

* know that disagreements and conflicts are a natural part of life and business. There are many things you can do to make the hit not hurt so much.

gain an understanding of the fact that conflicts and disagreements are actually two differing elements.

* create an atmosphere of trust that is conducive to productivity. If there are some involved in a type of conflict, you will have given them what they need to clear the issue up so that everybody wins.

* how to bring problems and issues out into the open so they can be dealt with immediately and effectively.

* how to create company policies that do not breed conflict by their very nature. You will learn how to establish the necessary policies and make them fair and clear to your employees.

* how to hire the right people and keep them on staff. You will learn the right way to balance what your company needs with the needs of your employees. You will have the individuals you need on a team that is the right size for your company’s needs.

Conflict Management Skills

If you are attempting to clear up interoffice conflict in a manner that will also enhance performance and production, you will soon learn this can be a difficult undertaking. Forcing your own solution upon the issue is simply not going to cut it. While it may smooth out surface wrinkles, the underlying conflict will continue to breath and pulsate, waiting to rear its ugly head again with another issue. As a company supervisor you must be prepared to deal with conflict before it appears.

Two Kinds of Conflict

There are two types of difficulties that exist regarding conflict on the job. They include the following:

Conflicts that are Personal

This type of conflict centers on relationships. Individual worries, opinions regarding current issues in our society, and antagonistic systems of belief typically play a roll. If there is an atmosphere of personal disagreement, it will come from one of two sources. It can occur if negative energy is not cleared up in a fair manner, or not at all. It will also appear when different personality types grate against each other. Because humans are so unique there are going to be abrasions between them at work, and personal problems can morph into huge dilemmas if you are not prepared for the reality of them. Keep in mind that this type of conflict can, and will, take place over anything.

Substantive Conflict or Disagreements Over Company Issues

This is the conflict you will encounter between employees over policies, strategies used, and the resources that are available to use. This type of conflict can be productive if steered in the right direction by guiding employees in the troubleshooting and problem solving processes that apply to the conflict. If left without resolution this type of conflict will get progressively worse, however, and can lead to virtual war within the company.

What is the Cause of Conflict Which Prevents Productivity?

Companies possess small programs which serve employees in one way or another. Examples would be programs for retirement or the policies that govern salary. There are many more, but each and every one is a “sub-category” to the bigger picture, or your company system. Just as with the human body, however, each part affects the others. If you have a sore tooth your entire body shows signs. A company such as yours functions the same way. To use the stated examples, the way things are done with salary and employee wage will have a tremendous impact on any type of retirement investment the employee may make with the company. Each is dependent on the others. When you are attempting to use the dilemmas before you in your company’s favor it is vital that things line up to appropriately accommodate each aspect of the company. Think about the big picture as you aim at your goal if you want it to all fall together.

Conflict at Work Defined

This type of conflict is described as being any difference between two individual parties. This could be due to varying opinion or a lack of “fit” for any reason. The following examples should clarify for you:

- Union/employer disputes.

- A difference of opinion an employee and management over the employee’s performance.

- A worker who believes they are being harassed in any manner.

- A disagreement in management over company policy.

It is necessary to have disagreements and opposition in our lives in order to learn and grow, and this applies to any area of life. If it is approached with the proper perspective it can be used productively, leading to needed changes and personal and professional growth for all involved. There is, however, a side of this topic which can bring on a negative atmosphere in the workplace, resulting in lack of team work, low productivity, and financial loss. If these signs are showing the problem needs proactive attention promptly.

Sources of Antagonism

Dissention of any kind can be traced to three main sources. These sources are going to become your focus as you move forward in dealing with the conflict before you, using it for gain. The sources include:

The Problem’s Root

This is the most fundamental dilemma that could occur. If the “root”, or the cause, of the problem is eradicated, so is the problem. This type of conflict resolution is basically elementary in strategy, but essential is a basic skill.

The Direct Cause

When you first take a look at the conflict before you, the “direct cause” would be the most likely one. Typically it will be made manifest among the workers in the pool involved, and the cause itself is a major aggravator when attention is brought to it. Keep in mind that what appears to be a “direct cause” in your conflict may actually be a symptom of the real issue. Be sure to eliminate any potential “bad blood” going on that you know nothing about.

The Contributing Factors

You will find that certain conditions will play a huge role in some conflicts. It is as simple as this: circumstance just isn’t cooperating. These are dilemmas which may take some brainstorming in order to solve, but they are great to get creative with, and can definitely be used for gain when in the hands of the right manager.

The Purpose of Management: Who They Are & What They Do

If you have ever had to engage in conflict management for any reason, then you are aware of how frustrating and redundant it can seem. With so many individuals and personalities, it can be quite a challenge just to keep all of your proverbial ducks in a row as you get the crew to line their thoughts up with yours. You may even find that problems sprout up faster than you can solve them. Keep your mindset focused. Be diligent and continue to work out the details of the conflict at hand. It is important that you do not let the thing fray at the edges.

Know that this is so much more than producing solutions to problems. This is about overhauling the way things are done, and that involves taking a long hard look at each sub-category, or department, in the company. Each one will need to be taken into consideration when making changes, if you want the change to be effective and lasting. If you are straightforward and effective in management you will not be able to allow for counterproductive situations or behavior. Intervention is a vital aspect of this as well.

At times an individual in a management position may have to stop a situation in its tracks by coming between the two parties who disagree. When this takes place there is great potential for creating another conflict entirely. Having to be confronted by a supervisor can undermine the confidence of an employee, and they may feel that you do not trust their ability to problem solve. You will then have more problems to solve in the future because your workers do not believe they are able to clear things up on their own. It is a fine line to walk, and once again, balance and timing is essential.

How do you know when it is time for management to step into the picture? If you are involved in the problem directly, or if your employees show no signs of resolving it on their own, or if the problem at hand involves circumstances which, wisdom would dictate, should be the focus of intervention. Take care not to unload your answers on the other parties, as if you are imposing judgment over the situation. Rather, you should involve the employees in brainstorming and aiming for a solution to the conflict. Not only will the issue be cleared up much faster, but you will also be allowing the individuals who are involved to practice their skills and improve their performance. Because they were part of the answer there will be a much better chance the solution will stick.

There is more to it than Just Clearing Things Up

When you are facing a dilemma with the perspective of one who wants to solve it, you are looking at the problem in retrospect; what worked in the past to solve this type of issue will surely work today. If you are actually managing conflict you are focusing on establishing synergy and increase productivity as a result. This involves dealing with every conflict, no matter how small, from the point of view that considers the company and all of its parts to be one and the same. If you are going to truly manage problems situations you will need to:

*Provide an example of how you want things done, and this should be done through a role model. Showing your employees is much more effective than telling them.

*Make your wishes clear to those around you. Do not leave room for excuses or misunderstandings.

Just because a supervisor o...

Table of contents

• Lemons into Lemonade
• Two Kinds of Conflict
• Conflict at Work Defined
• Sources of Antagonism
• The Contributing Factors
• An Atmosphere of Trust
• Power: Is there more than one kind?
• Reducing Conflict Based on Policy
• Properly Managing Change
• Employing a High Quality Team