A short-guide to conflict management

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Conflict will arise their opinions are shared. It spawns from differences in each other’s opinions. The workplace, whether you like it or not, is an amalgamation of a diverse group of people. Meaning there will always be room for matters to disagree with. Lack of proper communication, not knowing what to do after receiving certain information also sprout conflicts. Sometimes it sparks insightful conversations and ideas and in most cases, it ignites an uneasy atmosphere. Today, we look into how as a leader, manager, or supervisor one can resolve conflicts in the workplace which have seemingly negative effects.

 

Establish ideal behavior

As a manager, you’re most likely to come across resolving conflicts. There’s no escaping that. But as a manager or a leader, you have control over the frequency of a conflict arising in the workplace. This is a “prevention is better than cure” approach and it has proven to be one of the most valid ways to deal with conflict. As you establish an ideal behavior in the workplace, your subordinates, employees, or team members will have an explicit idea about which activities, actions, or conversations are in line and which are not. This immediately skims down the probability of a conflict arising from unnecessary or mundane discrepancies.

 

Do what benefits in the long run

Sometimes circumstances may lead to a position where your decision can play a vital role in resolving a conflict that involves several employees. Let’s assume that in your workplace there lies a dispute regarding an issue that has the people divided into parts. This means the chances of hostile behavior is imminent. To tackle the situation you must first assess the degree and weight of the conflict and what substantial takeaway it offers. Then you make a decision that aligns with the philosophy of your organizations. its goals and which will be beneficial in the long run.

 

Accommodate what is right

The most tricky part about dealing with conflicts is that it is quite difficult to come down to a point that helps the environment of the workplace. Usually, conflicts that arise from the difference of opinions require accommodating the viewpoint of all the parties given that these opinions don’t overlap with maligned practices or philosophies. In such a case, as a leader, you must accommodate what is right and what sets a positive tone to the workplace. But only accommodating won’t work. You have to make sure that all opinions and thoughts are respected and the accommodated viewpoint is made understood to everyone involved. The best takeaway from this approach is that you can come off as a neutral personality and consolidate your credibility as a sound boss.

 

Look for the cause

As managers, it’s wise to analyze issues from its core. That being said some conflicts may come off as quite mundane but may sprout from a deadly underlying core. So, while resolving conflicts always keep in mind that pinning the problem to an individual is not the smartest way to go. The smart approach is to look for the factors that led to the situation in the first place. This will help you eliminate further issues of this sort and also provide the substantial ground on how to resolve the conflict in the most effective manner.

 

At the end of the day, it all comes down to the degree and severity of the conflict that you’re dealing with. Sometimes it may come off as an insignificant occurrence whilst sometimes it may hold grave repercussions. Whatever the situation is it’s always advised to keep a neutral perspective, an open mind, and a stance on what helps everyone while resolving conflicts.

 

Naveed is studying sophomore in BUP studying Marketing. Other than being tired he is always up for a game of football. Reach him at nav

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