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MANAGING WORKPLACE
CONFLICT
Why
Deal With Workplace Conflict?
Tips for Managing Workplace Conflict
Direct Discussion - How to Approach a
Co-worker Why We Avoid
Dealing With Conflict
Are All Conflicts the Result of Personality
Clashes or Poor Behaviour
Conflict Styles
Communicating in Conflict
Managing Anger - Yours and Others
Handling Criticism
Being Hard on the Problem - Not the Person
The Role of Assumptions, Perceptions and
Expectations in Conflict
Let's Talk
(pdf)
Why Deal With Workplace
Conflict?
Disagreement and conflict is normal in
any workplace. As diverse human beings with different roles, goals and
personal perspectives we will necessarily have differences of opinion.
The goal is to resolve these differences is positive ways – in ways
that:
- respect the other
person,
- consider multiple
perspectives and possibilities, and
- value the legitimate
needs of everyone involved.
Such a process can result in solutions or
decisions that are creative and innovative. Decision-making and
problem-solving is enhanced when differences are used to generate and
expand the possible avenues for action.
When instead disagreements worsen and
become unmanaged conflict there are often negative results for an
employee. People may feel threatened – this feeling of threat can be
physical but is often emotional, such as a threat to goals, status, job
security, values or preferred outcome. Ineffectively managed conflict
can impact the parties in many ways, such as:
- loss of sleep,
- anxiety,
- lowered morale
- decreased job
satisfaction.
It can, on occasion, also take on a life
of its own, drawing in other people or departments.
If the conflict grows - people,
departments and the institution - all pay the price of deteriorating
work performance. In very extreme circumstances it can lead to workplace
violence.
It is important for conflict to be
addressed in productive ways. Conflict that is well managed can produce
positive effects in working relationships and eliminate the negative
effects of escalated conflict.
The following is a comparison of
the benefits of managed conflict and the damage resulting from
“out-of-control” conflict.
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Managed Conflict |
Out-of-Control
Conflict |
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Strengthens relationships and builds teamwork |
Damages
relationships and discourages cooperation |
| Encourages
open communication and cooperative problem-solving |
Results in
defensiveness and hidden agendas |
| Resolves
disagreements quickly and increases productivity |
Wastes
time, money and human resources |
| Deals with
real issues and concentrates on win-win resolution |
Focuses on
fault-finding and blaming |
| Makes
allies and diffuses anger |
Creates
enemies and hard feelings |
| Airs all
sides of an issue in a positive, supportive environment |
Is
frustrating, stress producing and energy draining |
| Calms and
focuses toward results |
Is often
loud, hostile and chaotic |
The information on this site is focused
on providing information on how to manage any conflicts we may encounter
so that the results from “out-of-control” conflict do not damage our
working relationships and our effectiveness as a post-secondary
institution.
Malaspina University College
http://www.mala.ca/conflict/deal.asp
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