6 WAYS OF MANAGING AND RESOLVING CONFLICTS.

Conflicts are definitely inevitable among humans. Consequently because of our diversities in character, temperaments, opinions, ideas, backgrounds, religions and beliefs. However, when conflicts ensues, it shouldn’t be allowed to deteriorate. Necessary measures must be taken to ameliorate its effect and totally resolve it. It doesn’t matter who’s involved, what matters is preventing a total breakdown of law and order, and finding ways to bring the lost peace. Here are 6 ways conflicts can be managed and controlled in order to prevent it from escalating to hopeless situation.

1. INVESTIGATE: This is the first step that should be taken to discover the root cause of the conflict. Investigation is a necessary tool that should be employed in managing and resolving any conflict, this is important because, before you can properly deal with a problem and get a result or solution, you must first of all dig deep to decipher the root cause of that problem. conflict investigation helps to bring out or determine the root cause of the conflict, so that you can tackle it from the root. It helps you to be aware of the nature of the problems and the challenges of the conflicting parties, in order to make necessary decisions that will help to bring about a lasting solution. Failure to investigate thoroughly, the cause of the conflict, will definitely not bring a radical solution. This investigation must be carried out by a neutral body, a body not part of the conflicting parties, and unbiased. In an organization, a committee could be set up, either from within the organization or outside the organization, but such committee must not be involved in the conflict, in order to make a genuine, thorough and unbiased investigations and findings. This will definitely help to tackle the conflicts from the root and make efficient conflict resolution.

2. MITIGATE: Necessary steps must be taken to mitigate the impacts of the conflict. This is very essential, especially in an organization that depends solely on the strength of its workforce for efficiency. Mitigation is a very important tool in conflict management and control, it will help to lessen the negative impacts of the conflict and prevent it from deteriorating. This can be done by the management of that organization, by looking into ways of cushioning the effects of the conflicts on its activities and productivity. Although, mitigation is an interim measure for conflict management and control, but it is absolutely helpful in preventing a total collapse of the existing organizational structures and productivity. Hence it should be used as a short-term tool for conflict management and control, to help prevent total breakdown of the organization’s productivity. However, the long-term measures to resolve the conflict should also be considered during this process of mitigation, as the short-term approach only paves the way for the total control and resolution of the conflict.

3.DIALOGUE: This is obviously the most essential tool in trying to resolve or manage any conflict. The main challenge in using this tool is getting the two conflicting parties to sit together, discuss and resolve their differences. Because, if these two antagonistic parties can sit down on a round table to discuss their differences, then i believe that the problem is half solved. Dialogue should be the first approach in resolving a conflict, and not the use of force, especially when such conflict is between a higher and a lower cadre, between an employer and an employee, or between a management of an organization an its entire workers. In this stage, the two parties has to respect the views and opinions of each other, and avoid exercising authority or superiority in order achieve their aim of resolving the conflicts.

4.ACCOMMODATE: For conflicts to be effectively managed and controlled, the conflicting parties must learn to accommodate each others views, differences and opinions. They have to understand that we all have differences, and should be able to manage those differences. Trying to impose your own opinions, views or ideas on others will definitely not augur well for both parties, and will also hinder the process of peaceful negotiation. For the dialogue to yield the desired result, and the conflict resolved amicably, both parties must be able to accommodate, accept and respect their differences. It should be a win-win situation and not a win-loose type.

5.MEDIATE: Sometimes, mediation could also be a useful tool in conflict management and resolution. Mediation is useful, especially in situations where all effort by the two conflicting parties to resolve the conflict among themselves has become a futile effort. In this case, a third party may be called upon to broker peace between them and find ways of resolving the conflict. This third-party must be neutral and unbiased and must not come from either of the parties involved in the conflict. The aim of this third-party should be to find out the cause of the conflict from both sides, resolve the conflict and also reconcile them. Mediation is also very necessary in bringing both parties for dialogue, because someone has to set the pace and initiate the process of dialogue, because the main challenge is getting both parties to sit down and negotiate.

6.ARBITRATION: This is the final conflict management and resolution tool often used mostly by industries, organizations, government and labour unions to resolve conflicts. This tool is often employed when every attempt had been made using the above five tools to resolve it have proved abortive. The court of arbitration which has the jurisdiction of judging and resolving any organizational conflict can therefore be approached. But in using this tool, one must expect a win-loose situation, such that one party must definitely be compensated at the expense of the other party. It is definitely one way of resolving organizational conflicts, between government and labour and the management of any industry and their workforce.

Advertisements

5 Ways Conflicts Can Be Avoided In Your Relationship With People.

Human relationships often gets distorted when conflicts ensues. Conflicts among humans are undoubtedly inevitable, because of our diversities in a whole lot of things. Different backgrounds, beliefs, understanding, religion, opinions, views, interests, temperaments and most of the time, because of our ego, pride or dignity. All these are the major causes of conflicts among humans. Invariably, there’s no denying the fact that, at some point in our interpersonal relationships, we must experience conflict among ourselves. However human conflicts can be prevented or avoided if some necessary precautions are observed in our relationship with others. The first and best method of preventing conflicts anywhere is to “Avoid it”. Conflicts should as much as possible be avoided, because if allowed to occur and further degenerates, its consequences are very grievous and damaging. But how can we avoid conflict, since we possess different characters, traits and behaviours. Here are 5 different ways we can prevent and avoid conflicts in our relationship with each other. 1. UNDERSTANDING: Understanding is very essential in any relationship. It is like a lubricant, that lubricates the relationship and prevents any friction that may occur. Human understanding is very important in any relationship because, if you understand the character of the person you’re relating with, or what influences his or her character, that is, the temperament of the person, then you’ll know how to relate perfectly with him or her without much misunderstandings. The inevitability of understanding in any relationship, is because we all have different ideologies, opinions ,views, characters and temperaments. Understanding will help to harmonize all these differences in our relationship. For more on temperaments, please read: “WHY YOU ACT THE WAY YOU DO” by Tim Lahaye. 2. TOLERANCE: Our ability to tolerate others will definitely improve our quality of relationship with them. This is because, human beings are always susceptible to misbehaving at times, sometimes, knowingly or unknowingly. When this happens, we are often tempted to react negatively. But this is not always the best, because it can engender conflict. Rather than react aggressively, you can use soft tone to correct him or her, especially when the act was not premeditated. However, tolerant has a limit and both parties has to understand that, in order to avoid conflicts, and for mutual benefits of the relationship. Never take the other person for granted, but mutual respect for each other should guide the relationship. You should learn to tolerate other peoples opinions, views or interest. And avoid any imposition of opinions or personal interest on others, as this may be a threat to the relationship. 3. TREAT THE OTHER PERSON HOW YOU WANT TO BE TREATED: This is one good quality that if cultivated , can help strengthen and develop our relationship and dealings with others. If this policy is always observed and maintained in our relationships, i believe we would always have a very peaceful and lasting relationship. But its quiet unfortunate that most people lacks this principle, which has often been responsible for their poor relationship with others. A lot of people takes a lot of things for granted, and are never careful how they relate or deal with others. This character certainly brings about conflicts, especially if the other person is not tolerant. Doing to others how you wish they do to you, is one key ingredient of any successful human relationship. Every human being has dignity, and that dignity must be respected, in order to avoid conflicts and live peaceably with everyone. 4. AVOID CONFRONTATION: Confrontations is not always the best option to take in trying to maintain a healthy relationship. Wisdom and discretion should be the guiding principle in order to avoid conflicts. A lot of people are very aggressive and confrontational, they’re always too forward and action packed, and before they could realize it, conflict has already ensued, which could have been pacified if they were a little bit patient and tolerant. Wisdom is very necessary in relating with people, you may be intelligent and cunning, but applying wisdom in dealing with people, will definitely save you a whole lot of troubles. Confrontations should be the last option, when you’re finally being pushed to the wall or constantly taking for granted. Being tolerant and patient doesn’t mean you’re a coward, it means you’re wise and diplomatic and you know the right time to act. 5. TREAT EVERYONE LIKE A MILLION DOLLAR CUSTOMER: Everybody likes to be treated very well. Make everyone feel proud of themselves. Rather than make them feel inferior or incomplete. Everyone deserves respect, and should be treated like a million dollar customer. These will definitely make them feel very free to be with you, and also prevent any grudge or conflict.

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

MANAGING AND CONTROLLING STRESS AT THE WORKPLACE.

Stress is a feeling of anxiety, fatigue, tiredness, dizziness, unhappiness and discouragement. Every human being must at one point or the other experience this feelings, which tends to slow our activities, and if uncontrolled, may lead to a lower productivity, especially at the workplace. In general, there are various causes of stress. It can be caused by the individual, for instance, through much strenuous thinking, discouragement, anger, worry, not being able to meet up expectations, unachieved goals, unable to undertake responsibilities, especially in the home, and so many other reasons. It can also be humanly induced, particularly at the workplace. A nagging boss, trying to meet up deadlines, rush hours, work overload, lack of communication between employers and employees, between leaders and followers, or between a superior and his or her subordinates, lack of incentives, intimidations, improper organizational administration. All these are major causes of human induced stress at the workplace. Consequently, when this happens, it tends to hamper the organization’s productivity, which certainly results to a lower productivity. However, stress, whether it is caused by the individual or it is humanly induced, is definitely not good for your health, because it might result in a breakdown of health or possibly sickness. Stress can be managed and controlled, but cannot be totally eliminated. To manage self-induced stress, you need to stop thinking about that problem, take the time out to relax yourself, or have at least 30 minutes of sleep. Better still, you can decide to go out for recreation and exercise, visit encouraging friends and engage yourself in any meaningful activity. Human induced stress at the workplace can be prevented by adopting the “do it now” approach. The stress most employees face at the workplace, is usually caused by not being able to deliver when required, they wait until the rush hours before they start doing what they’re expected to do. As a result of this procrastination, the work accumulates, which results in work overload. Always do the right things at the right time, to avoid working out your self. To manage workplace stress, always take off sometime to relax yourself, especially during break, before continuing the job. You might as well decide to be left alone at that moment, in order to allow the brain to regain normalcy, before going ahead with the job. Those under stress usually exhibits some signs as: Aggressiveness, irrational thinking, abnormal behaviours, loneliness, agitations, worry and anxiety, and may be conflicts. When you see someone exhibiting these signs, don’t get irritated, just understand, or encourage them. How-to-Deal-With-Stress-at-Work