Conflicts at workplace are not uncommon. These arises because colleagues or from different backgrounds. There could be different cultural groups. Their manner of conducting also will not be the same. Each person is an individual and oftentimes it is difficult for others to appreciate that. These are only some of the reasons that the conflict at work place happens in spite of the fact that people understand that it is not good for anyone. The other reasons for conflict at work place or jealousy, favoritism, appreciation by the bosses of some while others are ignored etc. Each tough conflict poses a challenge, at the same time there has to be some policy to be with this conference. There are 10 tips of tackling.com bits which are listed below:
If you are responsible for solving the problem, first of all you have to ensure that your attitude is positive. Unless you start believing that you can resolve the conflict you will not be able to do it. Positive attitude also emphasizes the understanding that life is likely to breed problems in the course of the journey that we are all destined to make. The good thing is that if efforts are made the conflicts dont last forever. With this feeling one can confidently forward solution among people concerned.
The pre-because it of any step towards resolution is the art of listening. Unfortunately people like to speak but they hesitate to listen. But as a leader it is your duty to be an active listener. Give the concerned person a good chance to say his story. You should not listen to reply but you should listen to understand him or her. Your listening will give confidence to the individual that you are genuinely interested in resolving the problem. This is very important for achieving a resolution.
Understand and then understood
Seven habits of successful people is a landmark book in the history of Management. Its author Steven Covey get a good deal categorically advises that we must first understand then we make ourselves understood. If you try 1st to understand you are likely to go to the root cause of the problem. And unless you do that you are not likely to form a proper perspective which will then able you to view the situation realistically and authentically. It is necessary to make genuine honest effort review the situation in its right perspective. Unless you understand the person concerned will not sympathetically consider your proposition for resolution. At the same time you will not be able to empathize which is equally necessary for a leader who does not harbor favoritism.
Solution from opposite party
If you are one of the party in the conflict then you must encourage the other person to spell out his or her solution. On the other hand you will be able to appreciate others point of view, on the other you will be able to modify your solution to the extent you can and are willing. Undoubtedly honest desire should be to find a solution even though it may mean some concessions on your part. Again when you are a party, it is your duty to prepare to do some homework before you come to the negotiating table to resolve the conflict. Always remember that win-win situation even when you are not in a position to get all that you want is a better situation than the continuance of the conflict.
Role that you have to play
When you are the leader and your job is to pacify the restless conflict, you must clearly understand your role. To what extent you can go for making your opinion known and understood by the concerned people in conflict. Such a consideration will restrict you from offering anything which is beyond your powers. The moment you say something which you cant comply with, you are complicating the conflict and not resolving any problem. So remaining inside your marked boundaries is absolutely a must. Therefore spell out to yourself what is your clarity on your authority.
Some introspection at this stage is also critical. As a leader you have to carry out this duty of solving the problem time and again; at every situation you must recall the earlier happenings. How you could conduct yourself in earlier situation and how the parties in conflict reacted to your conduct is the matter of introspection. You are out to find a solution for a conflict. Self-introspection will also renew your confidence that you will not take any position in favoring one against the other. The neutrality of the leader will goes a long way to convince the participants to accept suggestions even when these mean that they have to make some sacrifices. In fact the conflict arises because people generally consider that they are against the others.
Now comes the most important part of the process of conflict resolution. All parties including the leader must become relaxed. It is not easy but it is necessary that everyone must calm down. Unless you calm down you will not be able to actively listen. Listening is the prerequisite for any kind of acceptable solution. The leaders ensured that right atmosphere is created before understanding the two sides of the picture. The opponents are likely to exaggerate their part of the story but it is for the leader to properly assess. This is easier when the atmosphere has been made to conducive it. Once the atmosphere is absolutely calm then leaders should start listening to the version of each individual. Here, it is important to set the rule that only one person should speak at a time and the other one will not interrupt.
It is possible that sometimes you may not be able to resolve the issue because of the stubborn attitude of the conflicting parties. In such a situation the matter should be escalated. But before that leader must make every effort to soften down the behavior of the conflicting parties. The conflicting parties should be reassured that fair chance for expression will be given to each one. The conflicting parties should also be encouraged to make some concession to arrive at a solution. As a leader you also should realize that in case you are unable to find an acceptable solution then you will escalate the matter to the higher-ups. This may also be made known to both the concerned parties.
Meeting to ease down the residual tension
It is always desirable that whenever the conflict is of a serious nature and the problem remains the leader should organize a meeting to create a good will. The conflicting parties should be encouraged to let go and create a cordial and happy atmosphere for all. Such meetings are useful, examples, for later happenings. Habits die hard. Oftentimes accepting a resolution at the negotiating table does not bring about an end to the episode. One of the party may feel that he has been put to loss. The leader may be absolutely neutral yet one or both parties may not appreciate that. However such a meeting will enable the conflicting parties to repose more confidence in the way the leader has handled the situation.
Remember the golden rule that respecting others opinion is required. But a leader must realize that it is the foremost duty to respect everybodys opinion. In fact, it brings closer to our understanding of life. This also enhances your self-esteem. You start respecting yourself. We must keep in mind that if we respect ourselves only then we can look forward to respect from others. If a person doesnt respect himself/herself, there is no way the others will respect them.