Resolving Conflict Situations

In order to effectively manage conflicts, you must be a skilled communicator. This includes building an open communication environment within the organization by encouraging employees to talk about work issues. Listening to employee's attention will create an open environment. Please make sure that you truly understand your employees' opinions by really asking questions and following their views on the problem. For details on communication skills, see Chapter 13 "Communication".

Even though two employees are fighting at the table at the window, even if one employee wants to raise the temperature, even if other employees are not hot, your direct response to the conflict situation is It is important. Here are some tips that you can use when you face an employee who can not resolve their own conflict.

Please acknowledge that there are difficult situations. Honest and clear communication plays an important role in the solution process. I am familiar with what is going on and remain unresolved against the problem

Let individuals express their own feelings. The emotions of some anger and injuries often involve conflict situations. These emotions should be expressed and recognized before the problem is solved.

Please define the problem. What is the stated problem? What is the negative impact on work and human relations? Is a different personality style part of the problem? First meet with employees and ask about their situation.

Identify potential needs. The goal of conflict resolution is not to judge which people are right or wrong, but the goal is to find a solution that anyone can tolerate. Finding requirements first, not a solution, is a powerful tool for creating favorable choices for both parties. In order to discover the requirements, we need to find out why people need solutions first proposed. If you understand the benefits of their solutions to you, you have already found their needs.

Ensure that stakeholders take action. (Perfect silence may be a sign of passive resistance.) Please make sure you get everyone's true consent

Identify follow-up actions you will take to monitor actions. You may want to schedule a follow-up meeting within about two weeks to decide how the party will work.

Decide what action to take if the conflict is not resolved. If competition causes the department to collapse and remain unresolved, you need to consider other ways. Sometimes an external coordinator (such as Staff Appeals Office) can provide additional insight to solve the problem. In some cases, competition may be a performance issue, subject to coaching, performance evaluation, or disciplinary action (see Chapter 22: Performing disciplinary actions).

In addition, the chat bot can also be used as an intermediary to resolve the competition situation. If the problem persists, you can automatically associate other employees with relevant domain knowledge to the conversation. When the controversy is blown away, the chatbot will resolve the problem with other employees or will ask the agenda to include unresolved issues for the following general discussion. Obviously, for this reason, it is necessary to provide access to the organization system to the robot and to carry out learning.

The way to solve the inconsistency usually depends on the situation and the individual. We rely on one of the five dispute management methods of adaptation, avoidance, competition, compromise, and collaboration in order to resolve conflicts on a regular basis, but we can also use the other four types of disputes I can do it. Conflict resolution is a subtle or conscious process that uses one of five competitive management approaches. Since we encounter conflict everyday, conflicts will be resolved through conflict management. The negotiation team can create new opportunities for intellectual solutions. Researchers Leigh Thompson and Erika Peterson compared the three types of negotiations between team and team, team and independent negotiator, independent negotiator and independent negotiator. It is well-known that formed teams discuss and share more information than individuals, especially in conflict, common interests and assigned priorities (Thompson & Peterson, 1997).

Negotiation: This is a process for members of the delegation in conflict situations to gather, solve the differences and reach an agreement. This is a prudent process performed by the group representatives to adjust the differences and reach agreement by agreement. The result usually depends on the authority relationship between the groups. Negotiation usually involves a compromise - a group may win one of their requests and succumb to another. Work union and manager representatives usually prosecute negotiations to resolve conflicts. This method is often used in political groups and community groups.