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Conflict occurs as a result of two or more people interacting together. There are two types of conflict inside the work place. There’s substantive conflict and personality-based conflict. The substantive conflict could be handled by addressing the particular issue which is the subject matter of the conflict.
For example, Employee A cannot complete her report right up until Employee B gets all the numbers to her. Employee A feels that Employee B takes her time till the last minute, pushing her to do a rushed job which heightens her anxiety and causes her fear in which she will look bad to the boss. Employee B feels as though Employee A puts a lot of stress on the two of them, and sets unlikely deadlines. For the reason that conflict increases, the output and performance diminish. Both workers feel sick about this, but are lost regarding how to overcome the issue. That’s where the people may need to have a manager intercede and mediate the dispute.
Another example is when two workers must use the same printer. When a person has a huge printing job and hogs up the printer, another employee is sometimes delayed and can’t have a promised file out on time. In cases like this, the two parties could be trained how to mediate the dispute themselves. Any issue solved by and between the two employees can only serve to empower them and to anchor effective conflict resolution techniques that can be used at work and at home.
Regardless if you are bothered by another’s disregard for business policy, or are rebelling towards a rule on your own, non-compliance is a very common portal to office discord. Rules are often set up for a cause; so whichever side of a policy dispute you might find yourself, you should be clear regarding why a principle is in place, and exactly what the consequences are for slip-ups. If agreement may not be attained among varying parties or the rules themselves, it could be smart to look for a useful mediator to resolve the matter. Just remember to maintain your focus on the issue, not the individual.
Conflict Resolution discusses the basis of disagreement. The opportunity to handle inconsistent goals and methods inside a limited resource atmosphere is crucial. Unresolved or unmanaged conflict can easily advance and stop an organization’s progress as people spend some time worrying much more about conflict than business goals. Many managers employ the ostrich technique in working with conflict. They conceal their heads inside the sand and try to ignore it. However, this does nothing to improve the situation. When conflict is driven underground, it only grows and can stay underground until it’s extremely intense that an explosion may possibly be the next step.
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Source by Rick Stanford