Conflict Resolution at the Workplace

To err is human to forgive is divine.

Conflicts can greatly reduce the productivity of the individuals at the workplace.We do not value what we have until we lose it. This statement is also applicable to peace and harmony at the workplace. While it is good we resolve conflicts, it is even a more desirable state to prevent conflicts. Basically everyone wants to be treated with respect, appreciated, and recognized. Nobody wants to be taking for granted. Saying simple words like please and thank you can go a long way in reducing conflicts at the work place. Be considerate of others. Do not be myopic in your thinking. Things are not always the way they first appear. Hear both sides out in a dispute. Do not allow any form of prejudice to interfere with your judgment faculty. Look for a win-win situation

Communication- conflicts usually occur as a result of ineffective communication. The receiver of the message may have a wrong interpretation of the message. It is the duty of the receiver to clarify and confirm what the sender implies. Words should not always be taken at face value especially if the individuals involved have different backgrounds. An African adage says words have male and female versions. This is to indicate that the tone of response can make another party to pick offence. Mind how you raise your voice. Even facial or body expression can even can even trigger conflict. Issues that usually generate conflict in decreasing order of influence are listed below.

Schedule
Priorities
Resources
Technical Beliefs
Administrative policies and procedures
Project Cost
Personalities



Methods of handling conflicts
Problem Solving –even though this approach confronts the issue head on it is still the preferred way of resolving disputes. This approach helps to build relationships and trust among people. it may however appear confrontational. It is also time consuming but its worth it in the long term.
Forcing –the person with the power makes the decision. This may not even be the best for the parties. The organizational interest is considered and given priority. The affected individuals may however not settle their disputes.
Compromising- in this situation both parties give up something. In real sense non of the parties wins. This approach can be used to avoid fight and not to appear bias.
Smoothing- this refers to efforts or attempts to minimize the perceived size of the problem and impact of the problem. It is a short term solution that allows the warring factions to cool off. Areas of agreement between the aggrieved parties are emphasized
Withdrawal-this is not a good way of resolving conflicts. It is a situation whereby one of the parties walks away in annoyance and the problem is not solved. It can only be helpful in maintaining relationship when the issue is not very important.

Final Whistle
The real objective for workers is to get the work done. Every form of strife should be avoided. It takes the matured mind to apologize. I even recommend that you forgive people in advance. Empathize with the other aggrieved person. See things from their perspective. Perhaps you will understand the person’s point of view. If only we could be more patient and tolerant. If we could restrain ourselves from uttering those statements we will later regret. Please calm down. Leigh Hunt said ‘patience and gentleness is power”
Oluyemi Adeosun
A Consultant with Generis Solutions
www.yemiadeosun.blogspot.com