The organization based on teamwork is one of the biggest trends in today's business environment.
It's a fact that the most valuable resource of any organization is its people. Thus, the capacity for creativity, decision making, and problem-solving in a person can be used by an organization to carry out the functions of planning, organization, leadership, and control management.
We also know that, as an after effect, disputes in the workplace are quite common. HR managers must know what systems are for resolving labor disputes.
Some physical environments or tasks can, cause more labor conflicts than others. There is no doubt that when people go to work in a non-hostile environment, they feel happier and more prepared to work; that is, they are more productive for the company.
Therefore, it is essential to prevent labor disputes.
Disagreements that intensify and persist beyond typical conflicts have to be carefully considered. How you respond to a situation at the office is very important; all you can completely control is your own behavior.
Though every situation is different, there are three actions to consider before deciding how to respond during moments of conflict.
1. Think Before You Act
Before acting too quickly, it is important to think about past situations. First, cool down – detach emotions and concentrate on the facts. What was actually said? Was there any truth to the discussion?
Honesty is critical; reflect on any truth in feedback, advice, or conversations. Also, try to separate tone, delivery, and content. Whether it is a bad performance review, or a scuffle among employees, consider the delivery, tone, and content before you determine an appropriate reaction.
2. Assess the Source
Next, it is important to consider who is giving you feedback, criticism, advice, etc. Consider whether or not you are allowing this person’s judgment to influence your professional self-concept, confidence, and abilities. Take into account the relationship and rapport you share with them.
Is this person a respected employee, or perhaps sometimes viewed as an antagonist? Understanding the validity of the opposing argument is crucial to resolving conflicts.
3. Weigh Your Options
After considering the patterns and the source, you can now determine how to react. You are in total control of both your external and internal responses. A responsible reaction involves a level of self-awareness. If needed, request an opinion from a reliable, honest adviser. You may discover you are taking criticism personally, or you may find the need to meet with a supervisor. Discussing the situation with a trusted coworker or friend can improve your understanding of both sides of the argument.
Always keep in mind that you, and only you, are in complete control of your reaction to conflict. Also, be aware that confrontation might not always be necessary. There can be value in not responding, especially if the other party is not acting rationally. If this is not the case, then prepare to resolve conflict in a responsible, professional manner via the options above!
A meeting with your workforce can directly impact their overall performance. Do you know how to conduct yours? Check out this post to learn more. Whether it’s improving staff through our talented pool of employees, finding partners to assist in your growth, or just passing along what we’ve learned in over 45 years of experience, we're all about it.