Conflicts like death and taxes are inevitable. This is especially true in today's diverse environment where people can dramatically have different values, communication styles, work styles, and personality types. Fortunately, the conflict does not have to affect our lives negatively. In fact, many organizational conflicts can be prevented or at least minimized when 10 proactive steps are taken.
first Providing Conflict Solution Training . It can reduce the negative impact of the conflict by helping employees develop the skills they need to successfully resolve conflicts that arise in their lives. This increases people's confidence in solving personal and professional conflicts. It also makes people more effective in dealing with minor conflicts than they may have, instead of allowing them to become a major disturbing factor
. Ensuring the Creation of Communication Capabilities . By providing communication skills, employees can increase their ability to communicate effectively with a broad range of individuals and address communication problems that are often at the heart of organizational conflicts
. Helping Staff Create Positive Working Relationships . Give employees an opportunity to get to know each other better and make each other more comfortable. This can happen in a way that enables social interaction to be available, with tasks that affect staff with people they do not usually interact with and provide opportunities for christening. Implementing Team Building Activities . You can significantly improve your team's relationship and performance through the team development process. Such activities will enable team members to be more comfortable with each other, to know acceptable behaviors and ways of interacting, and to determine how to solve team problems and conflicts. Creating Strong Communication Channels . You can consciously improve communication within a team or organization through the strategic application of information and problem-solving meetings and by leveraging the variety of organizational communication tools. Such tools include personal discussions, emails, text messaging, video conferencing, online meetings, physical and electronic bulletin boards, voicemail and faxes. Create an environment that encourages participation . This is done through formal employee involvement programs, for example, through self-directed work teams and suggestion schemes that require employee involvement and reward people for their participation. This is especially important because research has consistently shown that employee participation programs have a positive impact on both individual and organizational performance
. Provides Conflict Intermediary Training for Leaders . It does not matter how hard you work to reduce dysfunctional conflicts (a conflict that hinders performance and prevents organizational goals), sooner or later. Therefore, organizational leaders need to develop their conflicting mediator skills to help employees solve inevitable conflicts
. Providing Third Party Conflict Services . There are times when a manager or supervisor can not convey a conflict between employees. At this time, this helps employees find themselves in an experienced, objective third party, where they can handle the conflict confidentially
. Make sure your employees are aware of organizational goals and priorities . In general, conflicts occur due to differences between or . By ensuring that staff (especially members of a given working group) are on the same side of goals, priorities, and plans, it will reduce dysfunctional conflicts due to differences in facts, goals and methods.
10. Everyone treats it fairly . This may seem obvious, but many leaders are accused of preferential treatment and the role of organizational leaders is to ensure they behave equally. Even appearance of preferential behavior can cause conflict situations