Tips for Manage Conflict in the Workplace

1. Tips for Manage Conflict in theWorkplace Many managers move in the opposite direction when they encounter a labor dispute. This is a mistake because there are healthy and unhealthy forms of conflict and both deserve yourattention. A healthy conflict focuses on tasks or work-related activities and can be profitably used and facilitated. Unhealthy conflict: The type that becomes personal must be deleted immediately or jeopardize the negative impact on the work environment. Understand some conflict managementstyles: The research work of Kenneth Thomas and Ralph Kilmann in the 1970s identified five conflict styles and developed a widespread self-evaluation called Thomas Kilmann Conflict Mode Instrument orTKI. His work suggests that we all have privileged conflict management, which is useful in some situations, but not in all situations. The key to success for us is to develop a flexible toolbox of approaches and use the one that best suits the situation. The more you feel comfortable with any kind of dealing with the conflict, the more effective it will be. Here is a summary of the five styles and instructions on when and how to usethem: Worktogether With the collaborative approach, you work with individuals to develop a win- win solution. The aim is to find a win-win solution that meets allneeds. This style is appropriateif:

2. The situation is noturgent • An important decision must bemade • The conflict involves a large number of people or people in differentteams • Previous attempts to resolve the conflict havefailed • This style is not suitable if: • A decision must be madeurgently • The problem is trivial to everyone involved • In a Competition • With a competing approach, the person in conflict takes a firm stand. They compete for power with each other, and they usually win (unless they face another person who participates). This style is often viewed as aggressive and can often be the reason other people feel exploited in theconflict. • This style is appropriate if: • A decision must be made quickly (egemergencies) • It is necessary to make an unpopulardecision • Someone is trying to exploit a situation • This style is not suitable if: • People feel conflict sensitive • The situation is noturgent • The purchase isimportant • engagement • With the chosen approach, every person in conflict dispenses with anything that helps resolve theconflict.

3. Helpful • The complacent style is one of the most passive conflict resolutionstyles. • With this style, one of the people gives up what he wants, so that the other has what he wants. In general, this style is not very effective, but appropriate in some scenarios. • This style is appropriate if: • Maintaining the relationship is more important thanwinning • The topic is very important to the other person, but it is not important toyou • This style is not suitableif: • The problem is important toyou • Adaptation will not solve the problem permanently avoid • Avoid conflicts altogether • The final approach is to avoid conflicts altogether. People who adopt this style tend to accept decisions without questions, avoid confrontation, and delegate difficult decisions and tasks. Avoidance is another passive approach that is generally ineffective but has its uses. • This style is appropriate if: • The problem is trivial • The conflict is resolved only by itself • This style is not suitableif: • The problem is important to you or your loved ones (like yourteam) • The conflict continues or worsens withoutattention Finalwords

4. There is no "good" or "bad" style; everyone has their time and place. Learn when and how you use the five, and it will be far more effective than always trusting your favorite style. Managing is the key to make better workplace environment and certainly it would help to improve overperformance. As a manager, learn to propose different approaches based on these five styles as you try to disable conflicts in yourteam. Have goodday.