Notes

10 Ways to Reduce Conflict in Your Organization

Conflict, like death and taxes, is inevitable. This is especially true in today's diverse environments where people may have dramatically different values, communication styles, work styles, and personality types. Fortunately, conflict does not have to negatively impact our everyday life. In fact, many organizational conflicts can be prevented, or at best minimized, if we take 10 proactive steps.

1. Provide conflict resolution training. You can slow up the negative impact of conflict by helping employees develop the abilities they need to successfully resolve the conflicts that occur in their lives. This gives people more confidence inside their capacity to resolve both personal and professional conflict. It also makes people more effective at addressing minor conflicts because they occur, as opposed to allowing them to become major distractions.

2. Provide communication skills training. By providing communication skills training, employees can increase their power to communicate effectively which has a diverse range of individuals, and manage the communication problems that will often be at the heart of organizational conflict.

3. Help staff develop positive work relationships. Give employees an opportunity to become familiar with one another better, and to feel at ease with one another. he said may be done by providing opportunities for social interaction on a continuous basis, by giving assignments that put staff into connection with people they don't normally connect to, and by giving cross-training opportunities.

4. Implement team building events activities. You can significantly improve team relationships and gratifaction with the team development process. Such activities offer an chance for associates to get at ease with the other, to recognize acceptable behaviors and modes of interaction, also to determine how team problems and conflicts will probably be resolved.

5. Develop strong communication channels. You can improve communication inside a team or organization by strategically employing informational and problem-solving meetings, by employing a diverse range of organizational communication tools. Such tools include face-to-face discussions, e-mail, texting, videoconferences, online meetings, advertising boards (both physical and electronic), voice mail and faxes.

6. Create an environment that encourages participation. This may be done through formal employee involvement programs like self-directed work teams, and suggestion systems that obtain employee input and reward people for his or her participation. This is especially important because reports have consistently shown that employee involvement programs use a positive impact on both individual and organizational performance.

7. Provide conflict mediation training for leaders. No matter how hard you're employed at reducing dysfunctional conflict (conflict that hinders performance and prevents you achieving organizational goals), sooner or later it's going to occur. Therefore, organizational leaders should develop their conflict mediation skills to enable them to help employees resolve the conflicts that can inevitably arise.

8. Provide third-party conflict mediation services. There will likely be instances when a manager or supervisor cannot mediate a conflict between employees. During these times, it helps if employees feel they have got an experienced, objective third-party where they could confidentially address a conflict situation.

9. Make sure staff is clear about organizational goals and priorities. Generally speaking, conflicts occur as a result of differences over facts, goals, methods or values. By making certain employees (particularly the individuals confirmed work team) are stored on a similar page regarding objectives, priorities and plans, you may slow up the chances that dysfunctional conflict will occur on account of differences over facts, goals or methods.

10. Treat everyone fairly. This may seem obvious, however, many managers are accused of preferential treatment, and it is incumbent upon organizational leaders to be sure they're behaving in a egalitarian fashion. Even the appearance of preferential behavior can cause conflict situations.

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