Conflict Management

2. E-book Conflict Management at Conflict Management at the P Part art - - 1 1 How managing the conflict at the workplace will enhance productivity. the Workplace Workplace e are witnessing huge issues in the workplace after the impact of the pandemic. That might be due to various reasons, employees are not at all happy with the way how their companies have treated them when they needed a break, and employers are not at all satisfied with the way how the employees worked. As per Merriam Webster conflict is defined as follows: : to be different, opposed, or contradictory: to fail to be in agreement or accord The above definition reflects the intention of the person whom he/she opposes. Certain limits cannot be crossed and once a person crosses them, there will be a second person who will interfere to contradict the whole situation. This is how conflicts take place. In this E-book, we are going to look at the possibilities of conflicts in the workplace, we are going to point out all the situations where there are chances of a conflict. We will be dividing this into the following types: 1.The conflict between the teams 2.The conflict between the employees and team leaders 3.The conflict between the managers and the employees

3. 4.The conflict between the managers and team leaders 5.The conflict between the Human Resources and teams 6.The conflict between the employees 7.The conflict between the managers Poor or absent communication is the root of so many disputes in life, and this is also true on the job. The following workplace confrontations are caused by misunderstandings, narrow-mindedness, and passive- aggressive behavior. INDEPENDENCE- OR TASK-BASED CONFLICTS These conflicts develop when members of an interconnected project network must coordinate their efforts to ensure that everyone completes their respective duties. For instance, an accountant needs all the figures to perform their duties. The capacity of the accountant to complete their work and meet deadlines is impacted if an employee consistently submits reports late. The answer? Give tasks effective delegation. Inform the group of the value of accountability and responsibility. So that everyone is on the same page

4. as deadlines approach, make it clear what each person should be doing in their assigned function. STRESS IN LEADERSHIP Each person has a unique leadership style, and each person responds to those leadership styles differently. Some leaders are brash and charismatic, while others are more approachable, friendly, and relaxed. While some are so hands-off you rarely notice them, others are very technical and rigid about regulations and deadlines. You should place a strong emphasis on respecting one another's differences inside the workplace to prevent potential disputes. The leadership styles they employ and how they engage with the personalities and work styles of their team members should also be known to them. Regardless of their preferred styles of leadership, they should be able to adapt and connect with their staff. Again, we cannot avoid the fact that we are all unique.

5. DISPUTES OVER WORKSTYLE There are various work styles, just as there are various leadership styles. While some people like to work in teams, others are more productive working alone. Some people can finish work with no further guidance, but othersprefer outside input and guidance at every stage. Some people work better under pressure, while others like to finish their chores quickly. Here, as well as in any workplace disputes and any contact with other people, the same concept of mutual respect and understanding is applicable. Even though every one of us may have a preferred working style, teams frequently need to work together to generate ideas that are superior to those that could be generated by a single individual, which requires them to become adept at working around one another's peculiarities.

6. CONFLICTS BASED ON PERSONALITY We are all unique, repeat after me. We won't always get along with everyone we meet, and it might be challenging to deal with someone whose personality offends us. It's important to keep in mind that people are not always as we perceive them to be. This brings up the subject of comprehension and empathy again. Don't allow what you've seen to dictate how you'll always feel about someone. It all depends on the narrative you choose. Consider being cut off on a freeway. You would probably be thinking about how nasty and stupid they are. Imagine being late for work, having to rush your ill child to the hospital, or need to use the restroom instantly while driving and ending up cutting someone off. Although you are aware of the reasoning behind your actions, the individual you cut off believes you to be a rude fool.

7. BIAS Conflict at work might get more serious at this point, and human resources may need to become involved. There is a critical necessity for the business to expressly highlight open-mindedness, acceptance, and understanding if there is harassment or discrimination taking place because of age, color, ethnicity, gender, or whatever the case may be. All of us can learn to get along. CONFLICT OF CREATIVE IDEAS When it comes to concept brainstorming, conflict presents a fantastic chance to improve the idea. Employees must be able to listen to others' ideas, express their own, and then put all the best parts of the puzzle together to create a magnificent solution.

8. If two people had conflicting project ideas, they may consult each other and mutually choose one or the other. They could also try to reach a compromise so that both perspectives can be heard, and a stronger result of their cooperation emerges. If necessary, they might speak with a superior or a different co-worker to mediate the situation or get their perspective on the chosen course of action. When handled appropriately, competition helps us learn and develop. WHY WORKPLACE CONFLICT RESOLUTION IS IMPORTANT An unresolved dispute can seriously harm employee morale, productivity, and business culture. Nobody wants to spend their time at work in a hostile, passive-aggressive environment. People that don't

9. desire to work exhibit lower job performance, more employee turnover, and more sick days. In more extreme situations, an ongoing dispute may result in legal issues. WORKPLACE CONFLICT RESOLUTION STEPS: A SUMMARY REFLECTION The first step is to take a deep breath and acknowledge that conflict is real. Next, communicate with the other(s) concerned to come up with a strategy to resolve the issue before the tension between you becomes intolerable. Keep things from turning passive-aggressive. Deal with the dispute before it escalates. Don't allow your feelings to control you. Remember

10. that there are always two sides to every story and express what must be spoken without shouting or being rude. It's possible that what someone else was feeling throughout their contact with you wasn't always the same as what you were feeling. Be receptive to different perspectives. Recognize that you aren't always correct in advance. CONNECT BY LISTENING ACTIVELY Not only should people gather to discuss, but they should also gather to listen. Engage in conversation with one another while drawing on your empathy. Avoid it not. Make sure you both have a chance to say all you need to say by taking a seat someplace. Don't just wait for your moment to speak; pay attention to what the other person has to say. Pay close attention to what they say and try to think and feel like they do. Make sure you comprehend what they meant to say, not simply what you think they were saying, by asking questions. Achieving real conflict resolution requires active listening. Everyone enjoys feeling understood.

11. SELF-EXAMINATION AND CONFLICT RESOLUTION If you can master a basic skill, you'll get along much better with all types of people, Atticus Finch reflected in Harper Lee's To Kill a Mockingbird1. You can never truly comprehend someone until you put yourself in his shoes and see the world through his eyes. Reflect on oneself from both perspectives. To overcome the issue, it helps to comprehend the other person's perspective and what they are thinking and feeling. Consider where you concur rather than where you disagree. Just remember that we are all only human. We err and perceive events incorrectly. Empathy for one another can help us overcome disagreements and make each other better individuals. For more information visit www.vitelglobal.in 1 "To Kill a Mockingbird." Wikipedia, Wikimedia Foundation, 16 Sept. 2022, en.wikipedia.org/wiki/To_Kill_a_Mockingbird. Accessed 27 Sept. 2022.