Scenario 1: Jeff and Mary co-workers in a company that allows employees to set your own hours. Jeff usually saunters into the office around 10 am, while Maria was there promptly at 9 am Jeff She often took care of customers since his arrest. He rationalized that everything was OK because he was held to 6 until But "time." Clients usually stop calling at 5 pm Maria angry with Jeff and becomes irritable and frustrated him. He took a day-to-day interactions and sometimes even in staff meetings. Obviously, their conflict is the problem.
Scenario 2: Allen and Leo the same manager. In almost every staff meeting, they argue. They try to cut each other off, they criticize each comment, and they waste time that could be devoted to critical business issues.
In both situations, the conflict resulted in a waste of time, energy and productivity. Are business situations like this are rare? Or this kind of conflict exclusive to large companies?
Hardly. Conflicts throughout the United States, and it happens in every office in a different class and almost every employee.
So what's the conflict?
If you ask the average person, the response can range from negative situations into intense dislike for others. At the same time, others may define it as anger, distrust, antagonism or simply something they want. It's all negative scenes, and I found them too tight.
I recommend unnecessary conflict characterized only as a negative. In fact, it could be neutral or even positive. Conflicts can only be defined as tension.
Tension can be good, bad or neutral. Just because two people disagree does not mean that their disagreement is negative or toxic, it's just a difference of opinion. However, left unaddressed and left to rot or grow, neutral tension can become negative and possibly harmful. Then everyone, including the organization suffers.
Whatever definition is used, we can agree that most people do not like conflict. In fact, they go out of their way to avoid it. In many cases, people will see the conflict in terms of arguments, anger, offensive or shouting. And no one wants a situation. Consequently, when conflict arises, most people avoid it or pretend does not exist. However, it is true, and that could cause problems.
So how should you handle conflict in your workplace?
It addresses itself. When conflicts arise, you should raise this issue with the parties involved. You want to emphasize the need for employees to meet that need. At that time, could you explain the negative feelings and thoughts easily with the right way can actually make them positive and productive.
Listen to both sides. Talking with each party separately to get their views on what the tension is all about. Be sure to include emotional information, discuss specific facts or events that caused or inflamed the situation.
Take the Second Party (All) Together. Allow them to share their version of events or issues. Typically, this step will cause problems or the fact that the other party was not aware of.
Search for Common Ground. This is very important, because often each piece has some concerns other parties may agree to, and that will be the foundation that allows you to bridge the gap that separates the parties involved.
Encourage involvement. By working together, everyone should want to give a little. This step may take a while because the edges are firmly entrenched in their own perspective or version of what should happen to resolve the issue. When this is done, everyone will feel a little better.
Deal with negative feelings. Feelings and thoughts that arise during the conflict that works. Unless it happens to the satisfaction of all, the problem may be gone for now, but hard feelings or thoughts persist, then repeated conflicts may occur.
Be Positive. Resolve to resolve conflicts in the future in a positive way. The model, of course, similar to how resolved.
Based on the experience of the employees just practicing, they now have to have the skills and processes in place to turn a negative into a positive conflict that drives their tension ahead to future problems.
Scenario 2: Allen and Leo the same manager. In almost every staff meeting, they argue. They try to cut each other off, they criticize each comment, and they waste time that could be devoted to critical business issues.
In both situations, the conflict resulted in a waste of time, energy and productivity. Are business situations like this are rare? Or this kind of conflict exclusive to large companies?
Hardly. Conflicts throughout the United States, and it happens in every office in a different class and almost every employee.
So what's the conflict?
If you ask the average person, the response can range from negative situations into intense dislike for others. At the same time, others may define it as anger, distrust, antagonism or simply something they want. It's all negative scenes, and I found them too tight.
I recommend unnecessary conflict characterized only as a negative. In fact, it could be neutral or even positive. Conflicts can only be defined as tension.
Tension can be good, bad or neutral. Just because two people disagree does not mean that their disagreement is negative or toxic, it's just a difference of opinion. However, left unaddressed and left to rot or grow, neutral tension can become negative and possibly harmful. Then everyone, including the organization suffers.
Whatever definition is used, we can agree that most people do not like conflict. In fact, they go out of their way to avoid it. In many cases, people will see the conflict in terms of arguments, anger, offensive or shouting. And no one wants a situation. Consequently, when conflict arises, most people avoid it or pretend does not exist. However, it is true, and that could cause problems.
So how should you handle conflict in your workplace?
It addresses itself. When conflicts arise, you should raise this issue with the parties involved. You want to emphasize the need for employees to meet that need. At that time, could you explain the negative feelings and thoughts easily with the right way can actually make them positive and productive.
Listen to both sides. Talking with each party separately to get their views on what the tension is all about. Be sure to include emotional information, discuss specific facts or events that caused or inflamed the situation.
Take the Second Party (All) Together. Allow them to share their version of events or issues. Typically, this step will cause problems or the fact that the other party was not aware of.
Search for Common Ground. This is very important, because often each piece has some concerns other parties may agree to, and that will be the foundation that allows you to bridge the gap that separates the parties involved.
Encourage involvement. By working together, everyone should want to give a little. This step may take a while because the edges are firmly entrenched in their own perspective or version of what should happen to resolve the issue. When this is done, everyone will feel a little better.
Deal with negative feelings. Feelings and thoughts that arise during the conflict that works. Unless it happens to the satisfaction of all, the problem may be gone for now, but hard feelings or thoughts persist, then repeated conflicts may occur.
Be Positive. Resolve to resolve conflicts in the future in a positive way. The model, of course, similar to how resolved.
Based on the experience of the employees just practicing, they now have to have the skills and processes in place to turn a negative into a positive conflict that drives their tension ahead to future problems.
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