What to pay attention to? The best way to resolve conflicts is to prevent them. To do this, it is necessary to eliminate the organizational causes of their occurrence, unite people with a common goal and resort to the services of dispute resolution specialists.
In this article:
Causes of conflicts in the organization
Types of conflicts at work
Methods of conflict phone number identifier philippines resolution
5 stages of conflict management
Methods of resolving conflicts between organizations
Benefits of contacting a conflictologist
5 ways to prevent conflicts in a company
Frequently asked questions about conflict resolution methods
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Causes of conflicts in the organization
Conflicts between colleagues can arise for personal or objective reasons. The former concern contradictions in feelings, emotions, and behavior in a team.
Causes of conflicts in the organization
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The second concerns disagreements that arise on work issues. The methods of resolving conflicts directly depend on the causes.
Personal causes of conflicts
Relationships in the team . In any company, a situation may occur when colleagues do not agree on their views on life or some specific events. For example, in the sales department, one of the employees refuses to eat meat and tries to impose his ideology on everyone around him. At first, his persuasion will be perceived as a joke. Gradually, the conflict will escalate, colleagues will begin to get tired of intrusive conversations. The situation may reach an open confrontation.
Incorrect feedback . Anyone can make a mistake. Both the average employee and the department manager must be able to react correctly to mistakes. For example, if you tell a subordinate: “How could you do such a stupid thing, you couldn’t think of anything worse?”, you can provoke a conflict. The employee is unlikely to understand what he needs to fix and will only harbor a grudge against the boss.
Tense emotions . When under stress, an employee is more likely to become a participant in a conflict. Accumulated negative emotions and nerves provoke a breakdown. At first glance, a simple situation, which in a calm state is unlikely to become a reason for disagreement, under stress can lead to a serious conflict.
For example, the testing department found a bug that the developers have been unable to fix for a long time. A banal joke like, "Stop torturing yourself, let's fix it," can lead to a surge of emotions and conflict.
Objective causes of conflicts
Failure to perform one's duties . In an organization, there is always a clear division of tasks between departments and employees. There is an agreement on who should resolve what issues and when. If one party delays the completion of a task, a conflict situation arises.
For example, the accounting department needs to receive route sheets from drivers by the 20th to prepare a report by the 1st of each month. If one of the employees delays submitting documents, a conflict arises.
Lack of clear areas of responsibility . Each employee, including the head of the department, must know the range of tasks that he will have to solve. He must understand what processes in the company he is responsible for and what does not concern him. The lack of clear boundaries leads to the fact that no one will perform tasks, or several employees duplicate work.
So, the head of the sales department called the client with a profitable offer. But the manager had already done it before him. This attitude will irritate the client. He will understand that the company is a mess and there is no clear distribution of tasks. As a result, the head of the department will scold the manager, provoking a conflict.
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Lack of sufficient resources . A company does not always have the money, employees or time to complete all tasks. When a manager tries to distribute resources between departments, a conflict may arise. For example, a company has a new client.
The manager sends him to the marketing department, but there are no available employees there, since some are sick, some are on vacation. The employees cannot take on an additional client, since they have enough of their own tasks. The manager will be dissatisfied, which can lead to a conflict situation.
Incorrect task setting . To achieve the desired result, the manager must clearly define the deadlines and goals that need to be achieved. It is imperative to ensure that subordinates correctly understand the task.
So, the head of the marketing department asked the designer to present him with a product presentation next week. On Monday, he decided to get acquainted with the intermediate result and found out that the project would be ready only by the end of the week, because the marketer did not specify the deadlines and requirements. As a result, the head of the department can reprimand the designer, and the latter will be dissatisfied with the lack of a clear technical task.
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