People and conflicts are compulsory and we need arguments, debate, human interaction, and conflicts for true innovation and good ideas. Different kind of people work at the same place and when they get together at their workplace all bring different needs, values, idiosyncrasy, and behaviors there. Many times these ideologies clash with those of other colleagues and co-workers. Here appear the conflicts that may turn into aggressive behaviors sometimes.

These unaddressed and unchecked conflicts lead to the animosity that:

  • Drop the morale
  • Halt the tasks
  • Break down the teamwork
  • Effects productivity and workability

The company, brand, or organization also suffers from high absenteeism, increased staff turnover, and wasted talent. Here ending the conflicts is not the solution, but moving from harmful and aggressive to healthy behaviors is the need of time.

Causes of conflict at work:

There are mainly two kinds of conflicts at work; substantive and personality conflicts. Three causes are the main reasons of common workplace conflicts:

  1. Unclear and undefined responsibilities during teamwork
  2. Employees focus more on personal goals rather than the organizational objectives
  3. Competing for a variety of resources such as time, money, skillsets, materials, and equipment also leads to conflicts.

Learn conflict and aggression management:

Conflict and aggression management training is the right way to resolve interpersonal conflicts effectively in a way that decreases stress levels permanently. Employees with good conflict resolution skills and aggression management help their organization in a better way and work more efficiently.

Strategies to deal with aggression and conflicts:

There are five main strategies to resolve conflicts and disagreements quickly and effectively:

1.     Getting rid of the issue:

It is not a very useful strategy in which harmony is achieved on the surface, but there is still conflict underneath. This kind of approach is effective in situations when preserving a relationship is more important than dealing with the conflict.

2.     Finding a midpoint solution:

This approach provides a solution that does not offend or upset both the parties and also not pleases anybody very much. This strategy insists both parties find a midpoint solution and give up their positions in favor of the solution.

3.     Wining the conflict with strength:

It is a classic kind of solution where the issues are resolved with power. This solution is suitable where no further communication is required between two individuals or groups.

4.     State of denial:

Though it is quite an effective strategy it cannot be a permanent or long-lasting solution. This is helpful in situations where the point of conflict is unimportant or the issue simply diffuses after some time.

5.     Three steps approach to resolve conflicts:

It is an ideal situation where a three steps approach is adopted to get positive outcomes. These three steps include:

  1. Use your active listening skills and prove that you understand both sides well.
  2. Make the parties believe that you are part of the problem.
  3. Try again and again till a solution is obtained that is acceptable to both parties.

Conclusion:

Over-smartness can convert an issue into a disaster. It is far better to ask for help and guidance than to step in an issue and make things worse. Get professional help to get conflict and aggression management training and learn the art of handling conflicts impressively.

 

 

 

 

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