Changes Necessary Due to Conflicts
A normal human being avoids conflicts as much as possible. However, in every organization, tensions between employees may result to positive benefits. As such, conflicts can be used in creating new or improve existing policies and procedures in handling employees.
Before taking any action, the executive must examine the motives of the conflicts between the concerned subordinates. Then, the decision must be made whether it is a healthy conflict or could cause damage to the company.
A healthy conflict happens when two employees, having the best interest of the company in their heart, have contradicting ideas on how a job should be done. Both of them feel that it will easier and become more productive if the other person would cooperate. The good intentions of both parties will lead to a healthy resolution from the manager who acts and decides objectively.
The other conflicts that may arise in the office are as follows:
- Destructive conflict- arises on the personalities of the people involved.
- Positive conflict-usually the result of stimulated communication and ends up with solution.
- Negative conflict-leads to an exchange of insults concealed but without facts.
It will be easy for a manager which course of action must be taken once the kind of conflict is clearly identified. If it is personality problem, it should be treated in the same manner as any other infraction of policy guidelines. When the conflict seems to be leading to a larger issue, the manager should start meeting with the persons involved to be able to disclose more information.
In the meeting, the manager must set some behavioral rules to avoid further clash between the concerned personnel. All issues must be honestly open for discussion. The meeting will serve as a brainstorming session and with the help of the subordinates, alternative solutions will be achieved.
Whenever conflicts arises, the manager must retain objectivity and a most valuable role – that of a mediator.
