workplace conflict

Workplace Conflict

1 Conflict Resolution/SHC 2014

Objectives

O What is conflict?

O What is work-place conflict?

O Identifying preferred conflict style.

O Identify behaviours that are likely to trigger

events leading to conflict.

Conflict Resolution/SHC 2014 2

Ground Rules

O Respect your colleagues perspectives.

O Do not interrupt whilst your colleague is

speaking.

O Ask to have points clarified.

O Critique ideas and not the person.

O Build on each other’s ideas. Work towards

appreciating another’s perspective.


Conflict Looks Like …


Definition of Conflict

O “Conflict is an expressed struggle between

at least two interdependent parties who

perceive incompatible goals, scare

resources, and interference from others in

achieving their goals.”


Workplace Conflict

O It exists.

O Employees and Leaders adopt different

strategies to address it.

O Failure to address the root of conflict leads

to disabling outcomes.

O Conflict does not have to be destructive.


Workplace Conflict

O How do you deal with conflict?

Avoiding

Competing

Compromising

Accommodating

Collaborating


Conflict Styles

O Avoiding – Described as an unhealthy way to

address conflict. Failure to address only

increases the opportunity for the conflict to

grow.


Conflict Styles

O Competing – pursuing your own interest at

another’s expense.

O Compromising – an approach in conflict

where people give up something for the

other to gain. Not considered satisfying.


Conflict Styles

O Accommodating – persons yield to another’s

request or demands. It is considered to be a

process of smoothing over an issue. Usually

done to preserve relationships.

O Collaboration – formulating a new direction

for parties to a conflict which takes into

account their needs and goals. Outcome is a

win/win solution.


Conflict Styles


Types of Conflict

O Relationship Conflict – interpersonal

challenges due to ill-conceived perceptions

about the other.


Types of Conflict

O Value Conflict – Conflict stems from what

individuals value as right or wrong.


Types of Conflict

O Interest Conflict – occurs when one person’s

desired outcome is in conflict with another’s

interest. It is believed that by satisfying

one’s interest, the other’s will not be met.


Poorly Resolved Conflict

O Unproductivity

O Resentment

O Sabotage

O Increased Absenteeism

O Poor relationships

O Distrust

O Ill-health

O Team Dysfunction


Signs of a Positively Resolved Conflict

O Cohesive team

O Improved Relationships

O Innovation and Creativity

O Improvement in communication

O Improvement in collaboration

O Problem-solving inter/intra departmentally

O Empowerment


Strategies To Address Workplace Conflict

O Understand there is an issue that needs to

be addressed. (Acknowledgement of the

Conflict).

O Find out the cause of the conflict before

attempting to resolve it.


Strategies Cont’d

O Be patient – Use the time wisely to assess

the data that has been collected. Making a

hasty decision may not have treated with the

underlying issue(s). And an inappropriate

response may bring more challenges.


Strategies Cont’d

O Avoid the use of coercion and intimidation –

the use of such tactics will place the conflict

on hold, temporarily BUT once it re-emerges,

you will need to now address anger and

other types of emotional challenges.


Strategies Cont’d

O Focus on the problem, not the person –

seek to identify what the challenge is

without complicating matters with pre-

conceived notions about the person.

O If after careful analysis it is found that the

person is toxic to the environment, then the

necessary steps should be taken to address

the person’s future.


Strategies Cont’d

O Formulate and establish guidelines – Have

the parties agree to guidelines that will

support resolving the conflict.


Strategies Cont’d

O Keep the communication open – The goal is

for the parties to come to a resolution

themselves. Parties should be given the

opportunity to share how they perceive the

conflict.

O How does the conflict impact the rest of the

department/organization?


Strategies Cont’d

O Be decisive – once you have conducted the

investigation; provided the parties an

opportunity to share their concerns; and

compiled the data, a decision must be

made.


Strategies…

O Not taking a decision will affect the

facilitator’s credibility, escalate the conflict

and/or end in litigation.


Short YouTube Presentation Conflict Explained

O https://www.youtube.com/watch?v=KY5TW

Vz5ZDU


https://www.youtube.com/watch?v=KY5TWVz5ZDU



workplace conflict

Leadership & Management

conflict resolutionshc

workplace conflict o

root of conflict

conflict styles o competing

conflict styles o avoiding

o collaboration

collaboration o

o compromising