Conflicts in the workplace and how to solve them

Most people are occasionally found in conflict situations. Usually, such conflicts result from misunderstanding, different personal beliefs and values, conflicting interests, and unmet needs or inability to express their own feelings and opinions. Every employee has a unique personality, live in a complex social and family environment. Consequently, there are also some of their life and personal problems and frustrations that have more or less absorbed, sometimes during working hours. However, we must always strive to leave personal problems at home, as the business needs to keep in the office. This is a characteristic of professionalism. However, sometimes it happens that we are absorbed by private problems, or for reasons that initially can be unintelligible to us it reaches the conflict situation with a colleague at work. If you are in a conflict situation it can be a daunting task to be able to thereby find a reasonable solution… You cannot “win” in a conflict situation because a victory, in this case, meant that the outcome of the whole situation satisfactorily only for one of the opposing sides. And that, in any case, it is not a compromise. Therefore, conflict should be resolved.

If a conflict is with people with whom we work, they can encourage other problems at work, such as intolerance among colleagues, reduced communication which is, therefore, detrimental to productivity. If the conflict in the workplace bring constructive change and motivate the group to greater productivity, it is even necessary. Unnecessary conflicts, of course, should be avoided and when they appear learn to solve it with mutual benefit.

How do conflicts occur?

A conflict occurs when people perceive that other negative acting or could adversely operate on the goals that are important to us. When it comes to people who are close to us, we are willing to resolve disputes, to maintain a relationship that is important to us.
However, with people with whom we work situation is somewhat different. At work usually, we are not able to choose the people with whom we will cooperate, even to get out of the situation that we were uncomfortable. Colleagues with whom we work often do not know each other well enough so some of them are not particularly important for us, but considering that the time we spend with them is unavoidable, it is desirable to maintain at least a good business relationship. In such a situation, if we want to spend working the day productively, and even happy in the workplace, it is important to know how to deal diplomatically in communication with them and to learn the skills of a successful avoidance and conflict resolution.

How to solve the conflict?

At work, some conflicts are inevitable because when we are in a place where people are committed to what they do, and when, in fact, share ideas and enter into discussions, conflicts and disagreements must occur. This, of course, does not mean that they should create a productive atmosphere just like we’d be able to look at them like an interesting way to learn something because conflicts usually mean that people care enough to defend their opinion. Therefore, we should learn how to take advantage of their positive aspects and maintain good interpersonal relations. If you are already fighting – fight constructively. Benefit from the conflict. Let us look at the conflict as a resource, an opportunity for learning, growth, and development. Let’s be creative, open and try to find a common interest with the opposing side. The resolution which we will all be happy for sure is there, you just have to find it. The trick is not to allow them to last indefinitely. Communication should be open, clear, direct and constructive. We have to make easier for others to understand our position and give an example of how we wish that others talk to you.

The conflict is better resolved now rather than later! Because when the time arises it’s just getting worse. All we are waiting for recognition of opposing sides that he was not right and with time it is becoming more uncomfortable so it is necessary to stop the waiting game and prevent the occurrence of irreparable damage.
If somebody has done something we are angry and we are not sure we understood the aspect of the story, let’s not assume that someone on purpose makes you angry and upset. Sometimes there is really a good explanation for some procedures that your colleagues do, even when you are very irritating. Instead of angry reactions politely inquire everything we do not understand and ask for an explanation. Invite a colleague to talk about the disputed situation. Hasty talk and walk will not solve anything. Do not let your emotions affect the job. In stressful situations, we should try to keep calm and constructive response. And if you go, try the old medicine, count to 100…

Learn to accept the differences (differences of opinion, culture, attitudes, gender differences). A good relationship is built on the foundations of mutual respect and recognition of everyone’s individuality, with the attitude that there are no right nor wrong cultural models. If you try just to ignore the differences, it creates an unpleasant atmosphere. Not everyone should think the same as you, so it is no good to this point, we think different thoughts because they are what the team makes rich and make it more successful than the individual.

Apologize for your mistakes. Basically, everyone involved in a conflict situation has done or said something that was deepened and “refresh” the conflict. An apology will not mean that we accept all the blame but only the part that we have contributed that person to continue. It will be of great help if you are in that situation we can point out why we care to solve the problem.

Part of the solution is certainly an insight into the consequences of the conflict if it is not resolved, it would be desirable to determine itself the goal towards which we are moving in resolving conflict situations.
If anything goes wrong and we are not even close to solution, then we suggest that you call someone who will help to rectify the situation. It must be a completely neutral person in whom both sides have confidence, and which is attached to any of the sides.

 

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