Workplace Conflict Management Strategies And Examples

Workplace Conflict Management Strategies and Examples

Introduction

The work in any organization that concerns interpersonal relationships and communication is likely to impose conflicts. The difficulties in mutual understanding have their causes and outcomes, which deter the performance quality and imped the comfortable environment for the employees. It has even more adverse effects in the field of healthcare because not only employees but also patients might suffer from an argument. Since interpersonal conflicts are emotionally colored encounters between people that might be harmful to either of them, it is essential to apply the concepts of emotional intelligence to manage the argument and exit it most favorably. Therefore , in this paper, three useful strategies aimed at coping with and managing conflict in the workplace will be presented with the examples of their application and explanations of their effectiveness.

Conflict Management Strategy #1

It is evident that when people with different attitudes and views are engaged in the same processes sharing a common environment, conflicts might occur. Experts working in a business must be conscious of the roots and manifestations associated with conflict, so that will “they can create it acceptable, expected, and therefore manageable” (Liebler, J. Gary the gadget guy., & McConnell, 2016, p. 323). Subsequent this kind of approach, the manager resolving staff-related issues should make use of the first suggestion that is the particular discourse on conflict rather of ignoring this. Communication from the hard issues may be productive in terms associated with providing stronger function relationships between the particular staff members plus contributing to the particular elimination of comparable problems in the future. The example of a software of this particular tip may be the situation when a doctor is reported to become prejudiced in his or even her work along with a patient. This is important with regard to a manager in order to initiate a discussion with this employee and address the essence of the particular conflict.

Such a technique in controlling conflict is important because avoiding a good argument in like a highly challenging professional environment because healthcare could trigger the particular accumulative destructing impact. The identification associated with a problem as well as core reasons help the improvement opportunities for that organization and much better performance in the particular workplace (Liebler, M. G., & McConnell, 2016). Thus, it is advisable to address conflicts having an application of suitable techniques, one associated with which is offered in the following section.

Conflict Management Strategy #2

When one appreciates a problem, you ought to discuss it in a manner that does not guide to more pressure and assists in the methods for effective quality. Therefore, the 2nd suggestion is exploring the fact of someone else (Mackler, 2010). Which means that the particular addressing from the discord should start simply by listening to the particular point of see of the version. For example, in case a nurse methodically fails to offer necessary reports, it is essential to inquire his / her explanation of exactly how she or he sees the particular problem. By individual listening to the particular nurse’s interpretation from the issue, a supervisor should then provide his or the girl point of see, the topic of which usually will help find the solution.

In such a manner, a manager obtains an opportunity to receive the employee’s perspective on the problem and clarify the hidden agenda that leads to the detection of the source of conflict (Liebler, J. G., & McConnell, 2016). As a result, the employees participating in the conflict feel that they are respected for their professional contribution and will be willing to share their problems in the future so that fewer conflicts occur.

Conflict Administration Strategy #3

As mentioned earlier, the particular delivery of the manager’s perspective is yet an important element in resolve conflicts. Thus, the last tip concerns the particular form of the topic and incorporates making use of appropriate emotionally-balanced vocabulary and tone in order to defuse conflict rather than escalating it (Mackler, 2010). For instance, in case a nurse will be systematically late with regard to his or the girl shift regardless associated with repeated warnings, the manager addressing this particular rule violation ought to deliver his / her information without shouting or even using accusing language. On the in contrast, you need to contain feelings to interact in the reasonable discussion that will is comfortable with regard to both counterparts (Mackler, 2010). A supervisor might demonstrate the particular acceptance of the particular employee’s perspective plus provide an psychologically neutral explanation associated with what the anticipation are. This suggestion is useful credited to the considerable utilization of psychological intelligence which adds to the healthful professional environment plus provides an chance to clarify conflict-related issues within an easy to understand manner (Liebler, M. G., & McConnell, 2016). By utilizing these types of tips, one might flourish in conflict administration and develop trusting relationships within the workplace.

Conclusion

Summarizing the discussion, any entity might encounter minor or severe conflicts in the workplace that might impose adverse outcomes for the staff members and for an organization as a whole. Apart from generally acknowledged disciplinary measures concerning workplace conflicts, a manager should address the identified problem, get a full picture of another person’s reality, and provide a neutral explanation of how the conflict might be resolved. The application of the discussed tips will contribute to the comfort within the working environment, enhance trusting relationships between the co-workers, and ultimately benefit the organizational performance.

References

Liebler, J. G., & McConnell, C. R. (2016). Management principles for health professionals (7th ed. ). Burlington, MA: Jones & Bartlett Learning.

Mackler, L. (2010). Lauren Mackler at Harvard Business School – Managing conflict [Video file]. Web.

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