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Dealing with Conflicts in the Workplace: Introduction.
☺ Conflict is inevitable in the workplace. Everybody has their own ideas about how things should run. Eventually, these ideas will collide.
☺ When they do, you need to be prepared. Above and beyond all the skills you can possibly learn for coping with conflict, effective communication skills will prove to be the most beneficial.
☺ Without open lines of honest communication in the workplace, unspoken and harboured conflicts will boil and fester until productivity grinds to a halt.
☺ Knowing how and when to address issues of conflict will help you to cut away destructive behaviours, encourage healthy arguments, and create an environment full of vigour.
Dealing with Conflict in the Workplace - Learning Objectives. After developing the KeyPoints outlined in this publication, you should mainly be
able: Understand Perspectives on Conflict. Be Conscious of Managing Conflict in the Workplace. Recognize positive effects of conflict in the workplace. Respond appropriately to a given conflict situation. Handle Better Conflict with Others. Encourage a healthy perspective of conflict. Promote mutually positive solutions. Confront conflict. Communicate effectively to resolve conflict. Survive conflicts. Adopt behaviours to avoid conflict.
☺ Conflict can have many causes – disagreements about who does what, or about how things are done, as well as disagreements related to personality and style.
☺ And inevitably, conflicts will arise in the workplace, so it's critical to be able to deal with them successfully.
☺ If you avoid conflict that requires quick, decisive action, or if you take an aggressive approach when you need to gain the commitment of the other person, you may make the situation worse.
☺ Unresolved conflict can intensify and hinder your productivity as you spend more time worrying about the conflict than achieving your goals.
☺ And remember, the costs of prolonged conflict can be high – negative emotions, blocked communication, and stress. But choosing the appropriate response based on the type of conflict is important.
☺ When you address conflict properly, you will experience a number of benefits: it can enhance your creativity and it can strengthen your relationships with others.
Dealing with Conflict in the Workplace - Sections List.
(Section 1) Perspectives on Conflict. (Section 2) Handling Conflict with Others. (Section 3) Managing Conflict in an Organization. (Section 4) Dealing with Conflict in your Workplace. (Section 5) Managing Conflict in your Workplace.
☺ What is meant by the term "conflict," and what are the general attitudes towards it in the workplace?
☺ In this course, three prevailing attitudes towards conflict are compared.
☺ These are that: --Conflict is always a bad thing --Conflict is always a good thing --A certain level of conflict is productive, but too much is undesirable.
☺ This last view informs the rest of the course, which goes on to describe how a healthy and productive level of conflict can be encouraged in an organization, promoting a win-win philosophy that improves performance.
☺ Of course, conflict cannot always be contained at this productive level, and often spills over into becoming destructive.
☺ Therefore, learners will also discover how to recognize the signs and symptoms of destructive conflict, so that they can deal with it in the workplace.
(Section 2) Handling Conflict with Others – Summary.
☺ No one can complete a working career without experiencing conflict, so it is essential for you to handle this conflict in the most effective way.
☺ To handle conflict well, you need to build up a repertoire of techniques.
☺ These techniques require you to behave differently from your natural instincts at times.
☺ Therefore, a good starting point is to establish what your instinctive approaches to conflict are, and where these attitudes stem from.
☺ This will enable you to decide on a range of different approaches to conflict, based on a spectrum that goes from being only concerned about your own needs, to only being concerned about other people's needs.
☺ This spectrum gives rise to five possible strategies for dealing with conflict.
(Section 3) Managing Conflict in an Organization – Summary.
☺ As a manager, you will inevitably have to sort out some of the conflict that occurs in your organization.
☺ Sometimes, this will be between individuals, but often it will be between teams, and even departments.
☺ The different nature of these conflicts is likely to require different approaches, and there are also likely to be a range of particular demands on you in the way that you manage the conflicts.
☺ A way of differentiating and applying these approaches is by adopting a short-term approach against a longer-term strategy.
☺ The first is categorized by a "quick and dirty" style of containment and reduction.
☺ The second is characterized by approaches that are concerned with resolving the roots of the conflict by finding structural remedies to prevent the conflict occurring in the future.
☺ Another form of a long-term approach is to attempt to prevent conflict from occurring.
☺ This looks impossible, but this approach is characterized by considering in what ways a manager can act to discourage negative conflict.
Dealing with Conflict in the Workplace – Conclusion.
☺ At this point you should be able to be familiar with the following: exhibiting a healthy attitude toward conflict. creating a collaborative culture. encouraging effective argument and challenge. coercing compliance. arbitrating to resolve conflict. mediating a solution. adopting a long-term approach to resolving