Workplace conflict and disagreement have been a part of business since the beginnings of the Industrial Revolution. It happens here in New Jersey as well. There are often differences of opinion over goals and objectives that can lead to concerns and stressed relationships. Some issues are addressed quickly, yet never get addressed for a variety of reasons. But delays in conflict resolution are not positive for morale and overall organizational and they often damage productivity.
In every organization across New Jersey and around the country, the need for diversity in thought and opinion is essential for change and growth, especially as we head into the latter part of 2013. The exchange of skills, knowledge and viewpoints are necessary stay competitive and grow in success and efficiency.
So do companies manage and steer conflict into something positive with the purpose of positive change and team building?
Within the Dale Carnegie Classic “How to Stop Worrying and Start Living”, the book suggests:
- Identify the problem?
- Assess the cause?
- What are some possible solutions?
- Which of the solutions is best?
Another strategy is to look at the individuals involved:
- Assess the volatility the principals and their relationship
- Assess each individual involved looking at temperament
- Assess the perceptions of the issue
In assessing behavior, leadership and management understand all views. Although no one likes intimidation, grudges, and criticism, it is a part of every business environment.
Managing conflicts and resolving complaints are an integral part of management. Conflict must be managed through a culture of open communication ethics. In many situations, conflict will never go away if ignored. Look at the big picture. Find the problem and facilitate a solution that at least tempers the relationships.
Conflict is never easy and it has to be remembered that without differences, many things are never accomplished. It is how we manage and influence in situations of conflict that can make a difference. Paying attention to employees in a positive way and keeping them involved are central to conflict management. Mr. Carnegie was right all along about that. It is all about the training.
This post is shared with you by the good folks at Dale Carnegie Training of Central & Southern New Jersey. We would love to connect with you on Facebook.
Photo: Franky 242, freedigitalphotos.net