For many, they know that they have to speak but, but are held back for one reason or another. From self-preservation to perceptions of the workplace, a range of reasons hinder employees from adding this scenario to their day. Unless your job or health is at risk, you have to overcome such hurdles. The following solutions should have you clearing common mental obstacles that surround office conflict. Don’t Put Off a Talk Our brains often justify waiting before acting.
Conflict resolution is the process by which two or more parties engaged in a disagreement, dispute or debate reach an agreement resolving it (Grimsley, 2013). It can be argued that conflict has its origins in objective and subjective causes such as competition for external resources or it can arise when there is a clash between the internal beliefs, values, and interests of two parties. De Dreu and Weingart (2003) propose that conflict has been suggested to interfere with team performance and reduce satisfaction because it produces tension and distracts team members from performing the task as there are various indicators that impact on the team performance. Although conflict might have a negative impact in team performance however, conflict
Every person in the organisation has a task to do and has a responsibility to do their task and ensure that it is done correctly. When tasks doesn’t get completed or is not completed in the correct manner and the employee sees he might get in trouble therefore, they may try to blame others or something else which causes a lot of conflicts between co-workers. Sometimes if an employee places blame on a co-worker it may be justified but only if it is done for the right reasons. Mandy and Alex struggles with their responsibilities at work and in their personal lives as both requires a lot of attention and time and it is hard for them to balance it out which make them constantly irritated. Leadership.
There are many reasons for conflict; many people in the workplace have different personalities and also views and beliefs, this can clash and lead to conflict. The factor of poor communication plays a big part as it can lead to misunderstanding because the facts are interrupted in a different way, this can result in deadlines not being met. Change can also lead to conflict, this is seen when Spector has got a promotion and Litt is unhappy with it, there is conflict between both on them. It is also the completion between team members which causes conflict between them. There are two difference types of conflict; functional and dysfunctional conflict.
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.
Managers need to be very cautious in following this type of leadership, because coercive leadership comes down with a large amount of disadvantages. Coercive leadership is a type of leadership that depends on abusing and harassing employees. It uses complete power and authority in commanding orders and it can be described as a very cruel style of leadership. Looking though all the styles of leaderships, coercive leadership has the most disadvantages of all. Some of these disadvantages may include these things.
 Communication in the workplace involves interpersonal communication between colleagues, manager and subordinate. Bad communication is often the root cause of many problems. Most conflict in organizations are the result of misunderstood communication. Effective communication plays a major role in dealing with employer employee relation. When you become an effective communicator, you can resolve conflict and communication gaps among coworkers and employees for example, conflicts arise when the employer and management discussed little with the staff, preferring to make decisions themselves without approaching employees and later give instructions, employees might feel frustrated for not being part of decision making, thus resulting in poor performance.
Interpersonal Conflict Conflict can lead to a serious problem in any organization. It might not lead to the firm’s failure but it certainly can hurt an organization’s performance as well as lead to the loss of many good employees. Organizational conflict is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations, such as, interpersonal conflict, intragroup conflict, intergroup conflict and interorganisational conflict. In this discussion, we will mainly focus on interpersonal conflict.
The aforementioned phenomena results in material social and economic costs to both employers and individuals. Serious risks include psychological harm and physical injuries, increased stress levels and an overall significant impact to the safety and well-being of the individual. Workplace bullying is the situation whereby an employee is treated with negative acts for a long period of time by his peers, supervisors or bosses. Usually the employee is unable to defend or retaliate due to the recognition of a formal or informal power imbalance. These advices will help employees in successfully dealing with or in managing bullying.
As employees experience stress-related problems, organizations often become interested in finding ways to manage the stress more effectively. Discuss work role stressors, including job ambiguity, role conflict, lack of control, physical work conditions, interpersonal stress, and organizational change. Job Ambiguity (role ambiguity) occurs when an individual employee is uncertain about his or her job responsibilities or performance. Role conflict occurs when an individual feel that her job responsibilities is conflicting with her other roles. For example, a mother who works full time is conflicting with her role as a mother.
Performance Improvement Plan is used to improve employee performance, modify behavior and correct discrepancies.Employees put under the PIP have their work closely monitored. However to employees the PIP is not really a positive thing. It should be considered as a final warning or the last step to being fired. Frequently, PIP is used by most managers especially in cop-orates and private industries to sabotage their employees future in the work places. Employees perceive it as the company 's way of gathering additional evidence to get them fired Risk involved: Protesting the PIP Employees should avoid over reaction and use the proper ways to protest.