You will find Office politics,conflicts,miss judgement and interpretation in the work place and the individuals will find it hard to be able to communicate properly in the working environments. But now what does one do to prevent this from happening to you argue with the individual you might have a problem with or do you just quit that one Job that you passionate about and you give the anything to have it.
lets look at this conflict management solutions in the work place:
http://www.bizcommunity.com/Article/196/186/28530.html
Techniques for managing conflictsI have developed a process called the 5 A's technique of managing conflicts are they are as follows:
• Assessment.
• Acknowledgement.
• Attitude.
• Action.
• Analysis.
Assessment
The assessment phase is the investigative stage when dealing with conflict situations. In the assessment phase you need to investigate and gather all information related to the conflict. These will include the following:
• What is the conflict?
• Who is responsible for the conflict?
• Is there a history of conflicts with this person / department?
Acknowledgement
Once you have conducted a thorough assessment you need to acknowledge the conflict. If a conflict exists between a manager and an employee, the manager must inform the employee of the conflict at hand and advise them of the procedure for resolution of the conflict.
At this point the manager must begin the formal conflict management resolution protocols which include the following:
• Arrange a meeting between themselves and the employee.
• Inform the employee of the time, date and venue for the meeting both verbally and in writing by means of an email request for a meeting.
• Inform the employee that they may appoint a facilitator to act on their behalf during the meeting. This would only occur if there were hostile interactions between the employee and their manager.
• Send the employee an agenda for the meeting.
• Human resources labour representative should be present at the meeting
If for example there was a conflict between two departments, the same would apply as above however you would nominate an independent facilitator to chair the meeting to ensure that it does not get hijacked or detoured.
Attitude
Both parties must participate in the process with the right attitude. Going into a conflict management situation with a negative approach has a strong possibility of failing. The attitude must be one of wanting to resolve the issue at hand and clear a way forward so that both parties can continue working together.
Action
During the resolution period of resolving a conflict a fair number of action points will be recorded which must be completed in an acceptable timeframe. Taking action and giving feedback are the two critical key success factors. If you do not take the necessary action the conflict situation will resurface on a higher scale.
An example of this might be where a manager and employee have a conflict between them. The facilitator advises that they should conduct a one on one session weekly to build on their relationship. The action point is to conduct the one on one. Failing to do so will result in a conflict situation. Both the manager and employee will have the opportunity to give one another feedback.
Analysis
Once the conflict situation has been resolved, it should be analysed to determine what caused the conflict situation to begin with and what measures can be put in place to stop this type of situation from reoccurring. The problem in most conflict situations today is that no post conflict management analysis takes place.
These are jst a few of the things you might try and they will help you resolve you problem in the work place to avoid conflict.
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