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Conflict management is, or should be,
a core managerial competency.
Arrogant solutions or ignoring conflicts may encourage disputes that can
damage and destroy organizations.
Confrontations and harassment lower performance and
productivity - and can be expensive.
Conflict management involves analysis, diagnosis,
intervention, resolution and prevention - and the best conflict management is
prevention. Good executives, managers and supervisors consistently apply
these in their everyday organizational situations, with a defined corporate
culture, to ensure quality, productivity and performance.
Categories of conflict:
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Things: land, resources, equipment, tools, machines, locations, decor |
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Behaviors:
habits, body movements, activities, communication styles |
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Beliefs: definitions, predictions, assessments |
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Values:
preferences, evaluations, comparisons, hierarchies |
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Identity: personalities, identifications,
leaders, transferences |
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Trans-personal: relationships,
traditions, gods, communities, cultures |
Systemic Solutions analyzes these dimensions to
diagnose the real sources of conflict. The real sources of conflict are
rarely as obvious as the manifestations: fights, harassment cases and union
conflicts. We offer you intervention and resolution... Conflict Management:
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Needs assessment: Interviews with stakeholders and selected
third parties |
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Analysis:
Conflict Analysis Surveys; Finding origins |
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Prognosis: Consequences of action; Consequences of inaction |
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Intervention: Models of conflict; Problem solving; Appropriate
behavior |
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Resolution: Quick fixes; Arbitration; Mediation;
Upper
management involvement |
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Prevention:
Change strategies; Teamwork;
Partnering; Joint agreements;
Internal consulting;
Consensus building |
Conflict implies both motivation and desire for change.
Unresolved conflicts cause chaos, whether between individuals or groups.
Worse, if hidden or repressed, conflicts will likely become stronger and
more damaging. Long-term conflict resolution focuses the motivation and
harnesses the desire for change. Effective management can create
integration opportunities that enlist both sides of a conflict. A "third
goal" can be created to combine the values or qualities of both sides of a
conflict ... with management's organizational objectives.
You have mail
To: Owners, Directors, CEOs, Vice-Presidents,
Executives & Managers
From: Martyn Carruthers, Founder, Systemic Solutions
Title: Benefits of managing workplace conflictDo you need a neutral external consultant
to create a conflict management program, or do you wish to solve a current
crisis? Explore the benefits of Systemic Solutions...
- REDUCE your headaches by dealing with difficult employees
- INCREASE employee participation and performance
- ADVANCE your organizational objectives
- DEVELOP your potential and that of your staff
- BOOST your income and the incomes of your performers
- ENJOY your work in cost-effective, profitable productivity
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