There is a lot to learn on the subject of Conflict Management. Conflict at work is a debilitating reality and a crucial source of inferior productivity and frustration. Do you have people within your workplace that create concerns for everybody else? Do they create additional work for others? One factor is clear--conflict will not just go away and merely gets more serious when dismissed.
Few scenarios are simply as they seem or as presented to you by others. Before you make an effort to settle the conflict make sure you have examined each side of the issue. I recall an exchange involving two panel members. One member was frustrated with the direction the business was taking. He informed the other, "Just don't fret about it. It isn't that important." Have in mind what seems to be a small issue for you could be a major matter with another. Acknowledging the frustration and concerns is an important step in fixing the conflict.
The old adage, "Haste makes waste," has a lot more reality in it than we sometimes realize. Take time to examine information. A too-quick conclusion does more damage than good when it turns out to be the wrong decision and even more alienating the individual involved. Emotionally charged reactions or coercing individuals may cease the issue temporarily, but don't fool yourself into considering it is a long-term answer. Odds are the problem will resurface. At that time not only will you have the initial issue to deal with, but also the resentful feelings which have festered below the surface over the interim.
This view of conflict is seen in many businesses where the idea is that the goal of an organization may be accomplished only by giving framework to the organization which entirely identifies the function and obligation of each and every member. This standard view of organization will view conflict as an evil, and rather than fixing the conflict it will only wind up suppressing it. This bad view of conflict of a business tends to create many difficulties. If the so called Construction of the business is valued over the conflict it will end up in siding away the conflict and controlling the reason behind the conflict. This type of an organization is certainly one that doesn't have innovation and change. Many government organizations operate in an extremely disorderly framework, thus allowing the room for a continuous transformation and adaptation. Controlling the conflict will have many bad effects such as missing the optimistic aspect of disagreement - that is looking at the other side of the coin. Advancement and improved decision making are lost in the process.
Conflict Management should be positively pursued. We must all be in the movies since most of us somehow fool ourselves by assuming that we are completely blameless for the causes of most conflicts. Press the pause button and wait a minute before you decide to respond to any conflict. Carefully think back about all of your previous actions, and take a deep honest look at your unknown contributions to the problem. Then gather up the courage to go talk things over by saying the parts that you may have caused.
Few scenarios are simply as they seem or as presented to you by others. Before you make an effort to settle the conflict make sure you have examined each side of the issue. I recall an exchange involving two panel members. One member was frustrated with the direction the business was taking. He informed the other, "Just don't fret about it. It isn't that important." Have in mind what seems to be a small issue for you could be a major matter with another. Acknowledging the frustration and concerns is an important step in fixing the conflict.
The old adage, "Haste makes waste," has a lot more reality in it than we sometimes realize. Take time to examine information. A too-quick conclusion does more damage than good when it turns out to be the wrong decision and even more alienating the individual involved. Emotionally charged reactions or coercing individuals may cease the issue temporarily, but don't fool yourself into considering it is a long-term answer. Odds are the problem will resurface. At that time not only will you have the initial issue to deal with, but also the resentful feelings which have festered below the surface over the interim.
This view of conflict is seen in many businesses where the idea is that the goal of an organization may be accomplished only by giving framework to the organization which entirely identifies the function and obligation of each and every member. This standard view of organization will view conflict as an evil, and rather than fixing the conflict it will only wind up suppressing it. This bad view of conflict of a business tends to create many difficulties. If the so called Construction of the business is valued over the conflict it will end up in siding away the conflict and controlling the reason behind the conflict. This type of an organization is certainly one that doesn't have innovation and change. Many government organizations operate in an extremely disorderly framework, thus allowing the room for a continuous transformation and adaptation. Controlling the conflict will have many bad effects such as missing the optimistic aspect of disagreement - that is looking at the other side of the coin. Advancement and improved decision making are lost in the process.
Conflict Management should be positively pursued. We must all be in the movies since most of us somehow fool ourselves by assuming that we are completely blameless for the causes of most conflicts. Press the pause button and wait a minute before you decide to respond to any conflict. Carefully think back about all of your previous actions, and take a deep honest look at your unknown contributions to the problem. Then gather up the courage to go talk things over by saying the parts that you may have caused.
About the Author:
Starquest improves our activities by conflict resolution techniques, employing those to boost their collaboration skills and to strengthen their functionality in work, and at home. And also they specialize in conflict management strategies and helping people see skills they don't know they have got.
