Human Resources Training, workplace conflict resolution

Steps towards Achieving Workplace Conflict Resolution

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Conflict is one of the absolutely indispensable elements in a workplace. Whether the organization is doing business or not, it has to deal with conflicts. Humor aside, this is said simply to illustrate the enormity of the importance of conflict resolution at the workplace.

Conflict is not something one runs away from

We need to get one bare fact about conflict and conflict resolution right to start with: Conflict is not necessarily a bad thing. It is an inevitable result of the clash of people in the organization who bring in different attitudes and mindsets into the workplace. People carry with them their own conditioned and cultivated attitudes that are a result of their upbringing, social milieu that they come from, their educational background, and a million other factors.

Dealing with workplace conflict is more important than avoiding it

Workplace conflict is not about sparring physically in the office. It is not about blowing one’s top at one’s colleagues. It is about understanding, respecting and accepting the different approach each individual employee has towards carrying out a function. In this sense, most employers understand that workplace conflict resolution is not about avoiding conflicts, but finding ways of dealing with it.

Yet, notwithstanding this fact; workplace conflict resolution is something that organizations have to think of implementing, because when conflict reaches a point of crisis, it is dangerous for the organization’s health and growth.

 

Read more :  https://www.trainhr.com/control/work-place-conflict-resolution

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Human Resources Training, workplace conflict resolution

Conflict Management is an inevitable fact that needs to be Handled Tactfully

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Conflict Management is considered indispensable to growth in organizations. Prudent HR professionals understand how to use this for the organization’s growth.

Like change, conflict too, is an integral part of an organization. Why is there conflict in managements? To understand this question, one needs to understand the meaning of conflict in the perspective and spirit in which the term is understood in management.

In normal, day-to-day life In management
Considered an unwanted aspect of life not always considered unwanted
It is understood to mean hostility understood to be a result of differences in outlook between people
Conflict is considered negative understood as a positive or meaningful difference in outlook or perception of organizational goals and objectives.

Techniques of Conflict Management

Leaders and managers use various techniques in conflict management. Each technique varies according to the individual leader’s attitude, temperament, experience and outlook. In a broader sense, these techniques are generally accepted as the most common means for managing conflict:

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Read more :  https://www.trainhr.com/control/conflict-management

workplace conflict resolution, workplace Mentoring

How to Turn Difficult People and Poor Performers into Team Players

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Improved productivity results from the ability to synchronize one’s personal work style with the culture of the workgroup and the organization. Mentoring a team’s members is an integral part of achieving this objective. While mentoring is an important aspect of improved productivity; it is in mentoring the difficult people, and those who do not see eye-to-eye with the mentor, that the challenge of mentoring lies. Even if the mentor and the mentee do not agree on major areas; it is important and imperative to mentor them in the interest of the organization and in the interest of the mentor and the mentee.

Managers and mentors should cultivate the ability to understand how to mentor such difficult people. Mentoring the employees who are not on the same page as the mentor in terms of the work or the organization’s goals calls for bringing in a different kind of thinking. Such mentors have to adapt the principles of emotional intelligence to a new level. They need to have a different level of self-awareness and sensitivity to others. When it comes to mentoring difficult people and poor performers, the mentor has to bring in a set of abilities which include:

 

The-organizational-culture

  • Adjusting their management and personal style to the needs of different situations
  • Getting more done by using the appropriate delegation techniques for any given situation
  • Resolving conflict more effectively in a wide variety of situations
  • Turning difficult people and poor performers into team players
  • Winning the cooperation and trust from everyone in the organization
  • Increasing the confidence, leadership skills and personal and professional satisfaction in their job
  • Using coaching to guide and direct the team members to improving performance.

Get to understand the elements of mentoring difficult people

All these aspects of mentoring difficult people and poor performers and the ways of motivating them into higher levels of productivity at work will be the learning that TrainHR, a leading provider of professional trainings for the human resources industry, will be offering

Learn more deeply about the following topics by connecting with TrainHR

Ignore-Toxic-Employees-at-Your-Peril

  • Motivate and direct the employees you rely on-even when they don’t share your values
  • Adjust your management and personal style to the needs of different situations
  • Get more done by using the appropriate delegation techniques for any given situation
  • Resolve conflict more effectively in a wide variety of situations
  • Turn difficult people and poor performers into team players
  • Win the cooperation and trust from everyone in your organization
  • Increase your confidence, leadership skills and personal and professional satisfaction in your job
  • Use coaching to guide and direct your team members to improving performance.