The Top Three Workplace Conflict Scenarios

The Top Three Workplace Conflict
Scenarios
The current business environment calls for a Workplace conflicts culture of high conflict
resolution. Instead of running from the fight, as some managers do, businesses should try to win
the fight. If employees feel their work is being threatened, they will do what it takes to resolve
conflicts. If an employee cannot tolerate being called out on his or her conduct, then it is not hard
to imagine them doing everything in his or her power to change that behavior. Instead of ignoring
these behaviors, management should embrace them and learn to resolve them in a positive
manner.
How can this be done? First, avoid creating a work environment where passive-aggressive
behavior is the accepted norm. Rather, manage conflict when they occur. The best company
managers understand that constructive conflict can lead to positive development within an
organization if it is handled properly. Workplace conflict may sometimes cripple an enterprise, but
it can be also a golden opportunity if accepted.
Another important tip for handling Workplace conflicts is to seek early resolution of any disputes.
There is no need to pretend that all disagreements are irritating misunderstandings. In fact, some
of the most serious conflicts may be resolved simply through a series of one-on-one discussions.
When the workplace conflict arises between a team of people, there is an opportunity to step in
and assist the team members in working out an acceptable resolution themselves. However,
when the problem goes beyond interpersonal conflicts and turns into a competition among team
members, it becomes increasingly difficult to resolve. In such situations, help from external
sources may be necessary. A business leader who values diffuse conflict resolution and open
communication can certainly assist team members in managing workplace conflict effectively.
A third common workplace conflict scenario that arises is between managers and employees.
Like conflicts between co-workers, managers and their subordinates also have the opportunity to
resolve conflicts among themselves, if they take the time and place the effort to do so. The most
important thing for managers to remember is that their ultimate responsibility is to set the
example for their subordinates. If they fail to set a good example for their team members, it will
be easy for them to slide into excessive personal conflict, which can ultimately undermine the
efforts of both managers and their teams to resolve the problem.
All these three workplace conflict scenarios show that effective conflict resolution techniques
need to be implemented early in the process. When these problems arise, project managers
should first identify the root causes of the problem and then implement appropriate conflict
resolution techniques that will address those root causes. However, sometimes these problems
occur when the projects are halfway complete. Regardless of whether the root causes of the
conflict are not immediately obvious, finding the problems before they become too big and
distracting is a good way to prevent conflicts from becoming worse.