How to Handle Conflict - 2684 Words

How to Handle Conflict by Andrew E. Schwartz For many of us, every day is a struggle to avoid conflict. Yet avoidance is practically impossible since the core characteristics, ideas and beliefs of each individual often conflict with our own. Differences of opinion, competitive zeal, and misinterpretations, among other factors, can all generate ill feelings between co-workers within an organization. While we can’t avoid conflict, we can learn how to sidestep negative confrontations by becoming familiar with the types of conflicts that most commonly arise in the work place and by learning how to resolve them. As a manager, you must approach every conflict as an opportunity to improve employee relationships, to lessen tension in the†¦show more content†¦Once you have identified a conflict, you must plan a course of action. Decide whether the conflict is important enough to confront the conflicting parties. Make careful assessments of both the conflict and the conflict’s impact on the individuals and the organization. The said conflict could just be an intense brainstorming session (which you must not short circuit). If you deem confrontation is necessary, however, confront the parties separately. Confront them in a neutral setting for a down-to-earth chat. If the conflict is in its early stages, resolution might be easily—and quickly—achieved now. During the confrontation, the cause of the conflict must be determined. After the confrontation, the manager needs to reflect on the discussion and reach an objective solution for both parties to agree upon. There will be times when the parties will not agree: in this case, use your own judgment. Your primary objective is to find a solution. The manager dips into his resources and either reduces or eliminates the conflict. To accomplish this you need to elicit enough information to understand each employees member’s opinion and to define the problem in mutual terms. Once a solution is implemented, you must make regular checks on the parties to insure that their agreements are being kept. If the process is successful, both parties need to be attempting to work the situation out. If not, confrontation mustShow MoreRelatedConflict Management and Stress Management: How to Handle Them as an Administrator988 Words   |  4 PagesConflict management and stress management: How to handle them as an administrator Although conflict management and stress management are two distinct topics, they are interrelated. A conflict-ridden workforce can be extremely stressful, and high levels of stress can produce conflict. Both need to be managed for the workplace to function in an effective manner. From an administrators point of view, certain structural reforms can make conflict easier to deal with. 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