In any group, be it between intimate friends or professional co-workers, conflict is sure to happen. While it can be beneficial at times, conflict often breeds anger, grudges and uneasiness, which can be disastrous for a working group. As a manager, you should be expected to deal with such situations effectively.
When in a conflict, you must analyze the situation. Learn why the conflict is happening. Differences in opinion, behavior and methods often lead into conflict. Learning the cause is the first step to solving it.
Next, a manager must then decide on a course of action. This is perhaps one of the most difficult parts of this process. Many options are available, but only one is a "win-win" situation. These are: Collaboration, the best option, and by which each side is benefited by the result; Compromise, in which one side gives in to the other, but not totally to their disadvantage; Competition, in which both sides struggle towards a common goal, but competing against each other; Accommodation, in which one side gives in to the other at a great disadvantage to the side that relents; and finally Avoidance, in which both sides leave the matter unsettled and unresolved.
Upon deciding a course of action, a manager must then begin negotiations. These must be done with the greater good in mind, rather than a petty desire for power and influence in a potentially trivial matter. A good manager will see to it that whatever terms that are agreed upon are enforced; a bad manager will simply be glad to have the situation quiet down on its own, without his intervention.
It's a common office scenario to work with a difficult employee. This chronic problem can somehow affect the operation of the company and the performance of the affected employee. And, what are you going to do if you're experiencing this problem? Actually
Tracked: Jun 22, 08:49