The defining factor here is how businesses intend to approach and respond to these problems. Many businesses may panic and be very flustered while others may take the problem head on, showing
Conflict Resolution Policy Statement Conflicts arise in all organizations from the small start-up companies to the fortune 500. Whether they range from minor disagreements regarding communication or personal differences between employees, these conflicts are important to all supervisors. Unfortunately, in today’s workplace, these conflicts can escalate to racist or sexist statements, or workplace violent threats or actual violence. These minor conflicts if not resolved, have been known to disrupt employee morale, causing distrust between employees and the company. Conflict resolution is necessary when the conflict becomes a hindrance to work productivity, poor customer service, and can make an unnecessary stressful workplace causing
William James once said, “Whenever you’re in conflict with someone, there is one factor that can make the difference between damaging your relationship and deepening it. That factor is attitude.” Mediation is a process that can help parties resolve conflict. Even though mediators are not supposed to change the attitudes of parties they can show them the situation in a different light, thus causing the parties’ attitudes to change and the conflict to be resolved. Mediators need to understand there is a lot that goes into conflict and by understanding these concepts and theories they can mediate the dispute in a more thorough and proper way. Some parties might be trying to save face and that is why they are not being honest or telling the truth.
This can be due to clashing personalities, new people working together, power differentials, or one member trying to push their ideas on everybody else. That type of environment/situation can certainly lead to poor decision making, so that is an issue that calls for intervention. Groupthink, which is known as a faulty decision making process, can cause issues as well. Employees with an organization such as Mike’s may run into this because a lot of the people are close and familiar with one of another. If the team is extremely cohesive, it can be possible for groupthink to happen, and poor decisions to be made.
Anger is learned Anger is a bad habit that can be changed with conscientious effort This article is not a lecture because I believe we all have our share of the subject. I want to address a natural emotion that can serve good purposes and sometimes can be harmful to us as a person and/or our relationships. Anger is a secondary emotion, which means it is a reaction to an underlying stimulus. Pain can manifest in the form of anger. Over time, feeling of frustration, confusion, being powerless, discrimination, jealousy, co-dependency, disappointment and so on can make us develop a thick skin to shield ourselves from the actual pain.
They have been broken down into a series of different emotions. These emotions or reactions to change can help management recognize people within the organization who are showing signs of resistance. Recognizing these emotions can be a helpful tool in identifying who will be a problem when implementing change, as well as to help them to deal with any resistance. Being critical of everything cause a big problem. If an employee is critical of every decision that an organization makes, they will not willingly accept the changes.
The problem should be clearly stated and you should keep in mind that there is always some kind of positive intention behind people's actions, even if it is poorly expressed. Keeping in contact with the included person can prevent a rapid escalation in the ongoing conflict and trying to find a possible solution which suites both parties is always a great idea. Offering to do things (like making it up to them) can also reduce the deepness of the conflict. Also, by showing that you care about the other person involved, the conflict will not be aggravated as the other person will not feel the need to get defensive about themselves. It is important to express your point of view in a relationship as it allows for open communication and can constructively improve the relationship as it is being equally controlled by both people.
You want to listen to the other person’s problems and thoughts and be able to help them when they are looking for guidance. Sharing decision making is also important. You should both be able to put your opinions and valid reasons when making decisions with each other. You should also be able to compromise. You need to be able to compromise when you are not in favour of what the other wants to do.
I also believe if given an opportunity most people will be able to see the good in others and forge a relationship of some sort. Conerly (2004), further states two things attribute to the way conflict is managed. One is the importance of meeting your own goals and the other is the importance you attribute to relationships and wanting to get along with others. Conflicts arise when people’s interest, values, actions, views or expectation come into contact and there is a difference of opinion and thus a disagreement (Conerly, 2004). The way people view the conflict will determine whether the resolution will negative or positive consequences.
Conflicts as well as arguments often occur in both the working environment and daily lives. The differences in opinion not only lead to unprofessional presentation but also failure to achieve goals. These disagreements may also result from the failed communication between team members. Yuen (as cited by Rodwell, 2005) affirms that the conflicts in workplace can be solved if they were “addressed rather than ignored”. This indicates that the disagreements in working environment should be discussed and solved before it becomes worse.