SOURCES OF CONFLICTS AT THE WORKPLACE AND HOW TO MANAGE IT!

Conflicts are certainly inevitable as we relate among ourselves. There are various sources of conflicts, irrespective of the source, conflicts are always caused by human beings, knowingly or unknowingly. Conflicts always originates from somewhere, it has a root cause, it is not abrupt, but starts gradually from the heart, which is internal conflict, and if uncontrolled, it may lead to external conflict, which is very disastrous. Conflicts among individuals, ethnic groups, religious groups, peer groups and the likes, may be due to: Prolonged anger, hatred, envy, tribal differences, religious beliefs, poor communication, pursuit for superiority, and different ideologies and opinions. Workplace conflicts may be due to: Lack of communication between management and staffs, between employers and employees, between a leader and his or her followers or between a boss and his subordinates. It can also be as a result of, different ideologies and opinions, poor information dissemination, poor leadership in an organization, insufficient funds, unpaid allowances, lack of benefits, incentives or rewards, improper handling of issues, favoritism, stress and intimidations. All these are major sources of conflicts at the workplace. Whenever there’s conflicts anywhere, it always results in breakdown of law and order, and may also lead to loss of lives if not controlled and managed earlier, or allowed to deteriorate. It will also hamper the productivity of such organization, and may also result in shutdown of that organization. However, conflicts can be managed and controlled through conflict resolution. The first and best option for conflict management and control is, “Avoidance” Conflicts should as much as possible be avoided, because its consequences can be very damaging. This can be done by respecting each others feelings and opinions, and the management of any organization should try to know the state of their workers or how they feel about their job. Infact, a suggestion, complaint, or feedback box should be provided in every organization. If we can adopt an attitude of, doing to others as you want them to do unto you, i believe we’ll have less conflict at the workplace. The second option is, “Dialogue”. The two aggrieved party may be called to a round table for dialogue, in order to resolve the issues or deal with the causes of the conflicts. This dialogue has to be brokered by the management on noticing any agitation before it develops into a full scale conflicts. A third neutral party could also be invited to mediate between the two opposing parties, where an attempt to resolve it among themselves has become futile. The last approach is, “Accommodate”. The two conflicting parties must learn to accommodate each other, and respects each others views and opinions, avoid the use of force, or a leader to servant approach, in order to achieve the desired result. Conflicts can be avoided, if only we can as human beings respect each other! Conflict

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