Conflict Management at Work

Interaction with others gives us a dilemma: how can we get our needs and objectives, if at the same time these goals and needs as opposed to what someone else thinks? If this dilemma refers to a person with whom we need to maintain a working relationship, a conflict may arise in the workplace. How do we manage and determine the solution of this tension, if we create a conflict positive or negative.

The need for standards of good practice for the investigation of complaints and disciplinary procedures

When we think of conflict, words come as armed struggle or spirit. Another definition is that conflicts in the workplace “may be differences in the opposition” are. Conflict in the workplace can be constructive rather than destructive. If we can express and work constructively with differences, we generate creative solutions to better understand each other and ourselves, and resolve conflicts in the workplace resulting in better underway.

Understand why people come into conflict at work
A person may be represented by the following criteria.

The Core

Us, it is an internal self, the heart of who we are. This kernel is independent of culture, background, class, age or gender.

Human Needs

Around this core are required. Maslow’s hierarchy of needs suggests that people in conflict are those whose needs are not met, then the relationship especially – are asked to consider the need known and recognized, validated and are part of a group. Our needs are not met or attacked as a source of stress and often insist on conflicts in the workplace.

Beliefs and Values

we develop beliefs and values, how can we get our needs met, we expect to protect us. Our own beliefs and values, and he seems to feel normal course a sign of mental health and well-being. Many conflicts in the workplace include a clash of values and beliefs that threaten our well-being and arouse strong emotions. Words such as “professional”, “respect” and “reasonable” are abbreviations for someone with a set of beliefs or underlying needs.

Behavior

Our practices are like our beliefs, values and must be made visible. Often, a person’s behavior is more fuel to the fire and the other is to them as proof of the falsity not only their behavior, but they are interpreted as a person.

Why do We Have Conflict at Work?

Labor disputes arise because people do not like others. Even if they have the same needs as you, showing their beliefs and values in the world, by their behavior, which we filter through our own beliefs and values. Often we can judge this evil and conclusions of this person of value, the value and “personality.”

Traditional conflict management in the workplace has, as umpire; find trade values, beliefs and behaviors are “fair” and “appropriate.” Find people in the labor dispute that person – often the manager or HR – Assessment and validation.

Constructive Conflict makes people understand not only the behavior of the link, but “the value of value” and “must have” – which is why it is often called “resolution request”. To take a better approach to conflict management. Working and helping people to interact, so that they make themselves more visible to each other, instead of trying to jeopardize behavior.