Conflicts are an inevitable aspect of human interactions in any society, organization or social group of individuals. Conflict is part of human nature and it arises from differences that arise between people. These differences can range from philosophical, ideological and moral differences to unmatched goals and divergent visions between people. Usually, conflict is regarded as normal if it does not escalate into confrontations and other forms of physical, emotional or psychological distress. Conflict resolution is a very valuable life skill, and it can be applied in all walks of life – from interpersonal relationships, to family relationships, to workplace interactions, to management of businesses and organizations.
Ignoring conflict in the workplace can be a costly decision. Management should take the reins while encouraging employees to address their issues to make the workplace more productive and profitable. One important aspect of conflict resolution in the workplace is an open-door policy where employees always feel they can approach anyone in the organization with an issue they may be having or one they have witnessed in the business (Anthony, 2017). When Management had retaliation against me I knew either way, the solution to be solved is to communicate with my manager and see how we can fix the problem, but as an HR representative we need to play an important role in the conflict resolution. The human resources manager or department should play a role in conflict resolution management.
Stress in workplace is experienced by those who working in any organization or institution. Work-related stress can be said to be experienced when the demands from the work environment exceed the employees ability to cope with (or control) them. It is not a disease, but it can lead to mental and physical ill health. Work-related stress is a symptom of an organizational problem, not individual weakness. Economic upheavals, downsizing, merger and bankruptcies and the major factor that cause hundreds of thousand worker feeling stress in workplace.
g) Action planning for conflict resolution Goals: Resolve problem between Tom and Kristy Create team work environment for all staff to manage effective workplace relationships Action/Activity Timeframe Person/s responsible Reason for action Resource 1. Meeting with Tom and Kristy 06/11/16 HR Manager, Tom, Kristy Understand their position, identify conflict issue. Meeting facility. 2. Mediation 06/11/16 HR Manager, Tom, Kristy Let them understand each other, work together with understanding of team work.
Conflict resolution and management In management, the conflict management involves a models, communication skills, and create a structure for management of conflict. In the skills, it is related to conflict resolution and self –awareness (Foundation Coalition , n.d.). In workplace conflict, as we share the same goals to the employees, but different employees have their own goals, so it have a conflict on the employees. Conflict also happen by communication differences, the role requirement, and personality differences. Therefore, if we need to handle the conflict, we can solve by accommodate, cooperate with your employees.
There are many challenges the average person faces at their workplace. At an average work environment employees take on different challenge whether it be for their job or personal problems. Dealing with co-workers can be a difficult task for example if a co-worker is constantly at you will rude comments and essentially bullying you, it may be difficult to enjoy working there. Some of your co-workers might even be hard to work with because they’re either
It is basically a chance to review and discuss the issues and analyse how they can be resolved according to the working practice, procedures. From covering such areas of supervision, it will surely guarantee that training is done according to the need and that their main aim will be to protect the rights of each individual. The Supervisor From covering various areas within the supervision, the supervisor needs to show confidence that they are capable enough for developing and supporting the staff to perform their best and be able to address any problems that might take place within the timeframe for ensuring that they are secured from putting in place the right procedure as well as having a record of
Afterall, these ideas are raised for the betterment of the team. Feedback Skills It is essential that each team member is able to provide and receive feedback to and from each other. Afterall, that is what keeps each team member improving, in hope of achieving the team’s goals. Team members should do so tactfully so that it will not antagonise the person receiving the feedback. Conflict Resolution Skills In a team setting, there bound to be conflicts and these conflicts may get quite heated up at times.
Addressing disruptive behavior in the workplace is a difficult task in itself, especially when that person is a physician. There are many steps that must be taken as a practice manager in order to get this situation under control before the practice loses staff and have upset patient’s. Confronting situations where staff is being disrespected by the physician has to be addressed immediately because in the end it will affect the patients and the workflow of the practice. The first step I would take is hold a staff meeting only without the physician so I can get a good sense of how the employees are feeling and make note of every time the physician mistreated the staff. Obtaining that information will help me articulate a plan on how to approach the physician.
The first recommendation is to teach each generation about the other to promote a better culture and prevent miscommunication and misunderstanding. This can be accomplished by having training sessions on generational styles and characteristics. Secondly, acknowledge worker’s skills, experience and education publicly so that each generation understands what the other brings to the job develops a culture of respect between the differing generations. Older workers make good mentors for younger ones by bringing their breadth of experience while younger workers can provide technology expertise for older ones. Thirdly, creating clear expectations and goals holds all parties responsible for getting the job done.