Conflict Management Agreement

If you embrace conflict and then judge it as an opportunity to improve an issue or a connection, then you will take on the challenge of seeing the confrontation through, regardless of how difficult it might be, since you understand that the ultimate advantage of functioning through an issue will likely be worth it in the end for you and your working relationship with the other party.


If, on the other hand, you disdain conflict and prefer to rest on a bed of sharp nails than deal with an issue with a coworker, you'll end up more inclined to steer clear of it, mismanage it, or even deny its existence. Either way, your unfavorable belief of conflict may prevent you from dealing with it effectively.

Moreover, steering clear of conflict only helps make it more likely that the concern will continue to be an origin of rivalry without any end in sight. The simple truth is, only you can determine what conflict means to you.

The effects of conflict may eliminate a crucial labor force because of the human factor which defines a work force. Hurt emotions and anger may sound like small issues but as an active element of a work group, they could be lethal. Personnel dissatisfaction results in turnover, reduced output, and the potential for violence in the workplace.

Given these risks, most administrators look for better approaches to activate staff. Conflict can boost team cohesiveness. Work groups respond to exterior threats and frequently bond and pool their assets to fend off risks for their group stability. Managers can introduce conflict to bring a team together and make an "us or them" mindset.

Individuals may feel a sense of connection with their co-workers and increased collaboration might result. The team turns into a solo unit whose key goal is to satisfy expectations as a way of self-preservation.Certain kinds of conflict in the workplace, including sexual harassment and discrimination, are extremely evident and easily identified. Other forms of conflict might not be so easily identified.

Tiny, annoying events that occur repeatedly over time may cause one individual to strike out at another. Supervisors who show favoritism toward a number of employees set themselves up for complications with the "non-favored." Workers who find ways to appear busy while doing nothing can easily generate discontentment among the rest of the department. Conflict may develop when an employee, as he or she failed to grasp the job responsibilities, gets a poor job evaluation.

Conflict Management should be mastered properly. What type of conflict calls for intervention? Anything that interferes with the office or presents a threat to other workers needs dealing with. The degree to which you tolerate a situation before involvement can vary. A manager may not feel it essential to get involved when a minor exchange of words happens between employees--unless this kind of incident becomes a daily incident and expands beyond the workers initially involved. However, a situation where one worker threatens another requires immediate action. When dealing with conflict, some rudimentary regulations apply.

Starquest improves our well-being by building conflict resolution strategies, cooperating with them how to better their venture skills and then to strengthen their functionality in work, and at home. Furthermore they focus on conflict management techniques and helping people discover strengths they do not know they currently have or haven't yet applied.

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