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 might have dramatically different values, communication styles, work styles, and personality types. Fortunately, conflict doesn't need to negatively impact our lives. In fact, many organizational conflicts can be prevented, or at best minimized, as we take 10 proactive steps.
1. Provide conflict resolution training. You can lessen the negative impact of conflict by helping employees develop the skills they have to successfully resolve the conflicts that appear in their lives. This gives people more confidence inside their capacity to resolve both personal and professional conflict. It also makes people more potent at addressing minor conflicts since they occur, as opposed to allowing them to become major distractions.
2. Provide communication skills training. By providing communication skills training, employees can grow their power to communicate effectively with a diverse variety of individuals, and manage the communication conditions are often at the heart of organizational conflict.
3. Help staff develop positive work relationships. Give employees a chance to get to know the other better, and to feel at ease with one another. This may be done by opportunities for social interaction over a continuous basis, by providing assignments that put staff into exposure to people they do not normally connect to, and by cross-training opportunities.
4. Implement team development activities. You can significantly improve team relationships and satisfaction with the team development process. Such activities provide an opportunity for downline to get at ease one another, to spot acceptable behaviors and modes of interaction, and also to figure out how team problems and conflicts will be resolved.
5. Develop strong communication channels. You can improve communication within a team or organization by strategically employing informational and problem-solving meetings, and also by by using a diverse range of organizational communication tools. Such tools include face-to-face discussions, e-mail, texting, videoconferences, online meetings, bulltinboards (both physical and electronic), voice mail and faxes.
6. Create an environment that encourages participation. This could be done through formal employee involvement programs like self-directed work teams, and suggestion systems that ask for employee input and reward people for their participation. This is especially important because reports have consistently shown that employee involvement programs have a positive affect both individual and organizational performance.
7. Provide conflict mediation training for leaders. No matter how hard you work at reducing dysfunctional conflict (conflict that hinders performance and prevents from achieving organizational goals), at some point it'll occur. Therefore, organizational leaders should develop their conflict mediation skills to enable them to help employees resolve the conflicts which will inevitably arise.
8. Provide third-party conflict mediation services. There will probably be times when a manager or supervisor cannot mediate a conflict between employees. During these times, it helps if employees feel they have a skilled, objective third-party where they can confidentially address a conflict situation.
9. Make sure employees are clear about organizational goals and priorities. Generally speaking, conflicts occur as a consequence of differences over facts, goals, methods or values. By making Related Site (especially the folks certain work team) take presctiption exactly the same page regarding objectives, priorities and plans, you'll reduce the chances that dysfunctional conflict will occur because of differences over facts, goals or methods.
10. Treat everyone fairly. This may seem obvious, but many managers are accused of preferential treatment, and it is incumbent upon organizational leaders to ensure these are behaving in an egalitarian fashion. Even the appearance of preferential behavior can make conflict situations.
My Website: https://www.bridgemediation.com.au