Visual Artist

Conflict Management Agreement

Thanks to brainstorming options and the search for compromises on topics, you can negotiate a satisfactory outcome of your dispute without the help of outside parties. • Selfish interpretations of fairness. Instead of deciding what is right from a position of neutrality, we interpret what would be most just for us and then justify that preference on the basis of fairness. For example, department heads probably think they earn the lion`s share of the annual budget. Disagreements over what is right have led to clashes. Conflicts can occur in any organization when employees have different contexts and priorities. Conflicts can be expressed in a variety of ways, such as insults, non-cooperation, harassment and anger. Its causes can range from personality conflicts and misunderstood communication to mismanagement of the organization. Negative effects of workplace conflicts can include work interruptions, reduced productivity, project failure, absenteeism, rotation and dismissal. Emotional stress can be both the cause and an effect of conflict in the workplace.

HR must ensure that the organization regularly provides effective management training. Managers also need to know how to identify problems and get advice from specialists before responding to a problem. This can ensure fair treatment of subordinates and also protect the employer from accidental legal problems. See conflict resolution training for supervisors. The source of the conflict may be a small problem that arose months before, but the stress level has increased so much that both sides have begun to tackle the real problem personally instead of tackling the real problem. In the tranquility of your office, you can get them to look beyond the triggering incident to see the true cause. Once again, drilling questions will help, like “What do you think of what happened here?” or “When do you think the problem first appeared between you? We all know that individuals and groups within organizations often see things differently, have different perspectives, or have different information. In addition, we know that these differences can be the source of tension, stress and inefficient teamwork within the organization. It is therefore in the interest of the organization to stay informed of these differences and address them as much as possible. But I always wondered why this process was called “conflict management.” Isn`t what we`re trying to “manage” really an agreement? Shouldn`t our approach be based on a contract management spirit? Mediation. A mediator is a neutral third party who helps the parties to the conflict find innovative solutions to their dispute. .

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