Resolving Conflicts.pptx

Lead to Manager Resolving Conflicts e-Team Training Department  Resolving Conflicts Depending on how the disagreement was handled and just how bad it got, the manager or the employee may be reprimanded by high management in...

Lead to Manager Resolving Conflicts e-Team Training Department  Resolving Conflicts Depending on how the disagreement was handled and just how bad it got, the manager or the employee may be reprimanded by high management in the company. This might be verbal, or a letter placed into the personnel file of one or both because of the way in which the disagreement was handled. e-Team Training Department  Resolving Conflicts Withdraw of Avoid In this conflict resolution technique, you avoid the conflict or retreat and allow conflict to resolve itself. This is for when stakes are low, and the conflict is likely to disappear on its own. Individuals involved in the conflict are not influential stakeholders. The issue does not require a time investment. An intense argument has already happened, and the individuals need time to cool off. You do not have enough information to pursue other techniques. e-Team Training Department  Resolving Conflicts Smooth or Accommodate The smoothing technique gives more consideration to one party than the other. You downplay the seriousness and behave as the conflict never existed. This technique is helpful in the following cases: You don’t have time to deal with it. You require a temporary solution to the problem. The conflict is minor and involves less e-Team Training Department  Resolving Conflicts Compromise or Reconcile In this conflict management strategy, you take suggestions from both sides and partially satisfy them. This technique is useful when the stakeholders involved hold equal power. All parties involved need to win When you have an equal relationship with both parties Collaborative and forcing techniques have failed When you need a temporary solution e-Team Training Department  Resolving Conflicts Clarify what is the source of conflict The first step in resolving conflict is clarifying its source. Defining the cause of the conflict will enable you to understand how the issue came to grow in the first place. Additionally, you will be able to get both parties to consent to what the disagreement is. And to do so, you need to discuss the needs which are not being met on both sides of the issues. Also, you need to warranty mutual understanding. Ensure you obtain as much information as possible on each side’s outlook. Continue asking questions until you are confident that all the conflicting parties understand the issue. e-Team Training Department Resolving Conflicts Thank you e-Team Training Department