Managing workplace conflicts

Managing Workplace ConflictBy: Keith Isaacs

Overview

Introduction to Workplace Conflicts Common types of conflicts facing workplaces. Impact of conflicts in the workplaces. How do we manage workplace conflicts?

Steps to Managing Conflicts Defining the conflict. Dealing with the conflict. Preventing conflicts in the future.

Conclusion Worth the cost? Do your part!

Introduction

Common Types of Conflicts Conflicts in the workplace can be very minor

and have little impact on the people involved.

Conflicts in the workplace can also be very serious in nature and can significantly impact the company as well as everyone involved.

Nearly all conflicts, minor or major, will have an impact on the company in some way!

Are these next types conflicts major conflicts or minor conflicts? What is the impact?

Types of Conflict

Being late to work…

Types of Conflict

Personal phone usage at work… Minor Conflict

Types of Conflict

Personal phone usage at work… Major Conflict!

Types of Conflict

Fighting in the workplace…

Types of Conflict

Sexual harassment in the workplace…

Types of Conflict


Types of Conflict


Managing Workplace Conflict Steps to Managing Workplace Conflict

Define the conflict What is the conflict at hand? What are the factors surrounding this conflict?

Take action or deal with the conflict accordingly Are disciplinary actions necessary for the conflict? What are the implications of my actions?

Prevent the conflict from happening in the future How do I stop these counter-productive conflicts from

happening in the future?

Managing Workplace Conflict Define the Conflict

Define the problem in specific terms (1) Is this a real conflict or possibly a mere

disagreement? Is this a conflict that requires my attention?

Determine the workplace impact of the conflict (3) Team dynamics and relationships “Recognizing and addressing the factors that

give rise to potential for conflict can have a positive impact on the workplace and the productivity of the organization” (3)

Managing Workplace Conflict Define the Conflict

Conflict depending on people involved (2) Interdependence Conflicts

When one employee’s job depends on another employee doing their job.

Style Differences When one employee’s style is different than another

employee. Leadership Differences

When employees go from one leader to another, they can become confused by different styles and expectations.

Personality Differences When employees vary in personalities in the same

workplace.

Managing Workplace Conflict Taking Action Against the Conflict

Progressive Discipline (5) “Progressive discipline is the application of corrective

measures by increasing degrees.” (5) Designed to motivate the employee to correct their

misconduct or behavior voluntarily. Non-Punative Discipline (5)

“Positive discipline is based on the concept that employees must assume responsibility for their personal conduct and job performance.”

Designed to involve managers and employees to work together.

Immediate Discharge Some extreme conflicts require a “Zero-Tolerance Policy”

that includes immediate discharge from the workplace.


Progressive Discipline (5) Example: A manager tells an employee; “If you

cannot be at work on time, you will be written-up.”

The employee must understand the consequences of their actions and how to fix the conflict.

Four typical steps that progressive discipline requires to be effective: 1. Oral Warning 2. Written Warning 3. Suspension Without Pay 4. Discharge of the employee


Non-Punative Discipline (5) Example: A manager tells an employee; “Lets sit

down and discuss your personal usage of the internet at work.”

The manager and employee both sit down to discuss the situation and how to fix the conflict.

Reprimanding does not often occur in this type of disciplinary practice in the beginning, but could later happen if the agreement made in the discussion is not upheld by both parties.


Immediate Discharge (4) Grounds for immediate termination would

include: Insubordination, use of drugs or alcohol in the workplace, publicly criticizing managers or supervisors, and unsatisfactory performance that that other forms of discipline will not correct.

When other forms of disciplinary actions fail or aren’t the best in conflict situations, immediate discharge can eliminate conflict situations.

Managing Workplace Conflict Prevention of Conflict

Have clear policies and goals for all employees in the workplace. (5) Open-Door Policy Engage in team activities: “Eyes on the prize”

Provide training for managers and employees (6) Training in areas of: Communications, problem-solving,

and conflict-identifiers could reduce risks of conflicts. “Recognizing and addressing the factors that give rise

to potential for conflict can have a positive impact on the workplace and the productivity of the organization.” (3)

Provide a positive workplace atmosphere. Provide performance reviews and consistent feedback.

Conclusion

Worth the Cost? Managing and preventing conflicts in the

workplace can provide a positive atmosphere that will attract talent.

Providing feedback and support for preventing conflict will aspire employees to do better which will lead to more productivity.

Managing conflict will reduce turnover and expenses from on-boarding and off-boarding activities.

Conclusion

Do Your Part Identify conflict in early stages by staying

involved and engaged with your employees.

Try to settle mere disagreements early and be involved before they turn into major conflicts.

Follow the three steps to solving workplace conflicts to ensure a happy and productive work-force and workplace!

Managing Workplace ConflictBy: Keith Isaacs

The End

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Managing workplace conflicts