Workplace conflicts are troublesome and can cause negative effects on an organization’s productivity. Conflicts can lead to unpleasant work environments for employees if they are not resolved effectively.

Workplace conflicts are troublesome and can cause negative effects on an organization’s productivity. Conflicts can lead to unpleasant work environments for employees if they are not resolved effectively.

Conflict resolution techniques against workplace

Imagine you are a leader for your community’s or state’s parks and recreation department/agency. Another leader in your organization advised that one of your employees had a conflict with one of their employees. You must present your ideas for how to resolve the conflict to the other leader so you both can determine the best course of action. Once you have identified the best resolution, you will create a memorandum to recommend a policy change to the director of the agency.

Read the following conflict scenario:

Raul and Peter were working together on a project to help develop a list of venues for the youth softball teams to practice and play. They had a strict budget and were given a short timeline for the completion of the list so it could be made available to the teams. Since they were on a tight timeline, Raul and Peter decided to divide up the venues to contact.

Peter contacted venues on his list very quickly and Raul finished his task shortly after. They submitted their combined lists and met their deadline; however, it was discovered there were a few venues that came in above the budgeted cost. Peter had forgotten to check the costs when he booked the venues, and now alternative venues were required to replace them. This resulted in Raul having to stay late and work extra hours to ensure the work was done correctly since Peter had already left for the day. This left him feeling resentful toward Peter. The next day, Raul told Peter that he would never work on a project with him again because he is lazy and doesn’t do thorough work. Peter apologized for the mistake, but Raul was unwilling to listen and continued insulting Peter further, to the point where another employee nearby stepped in and asked him to stop.

As a leader, you must determine the best way to resolve the conflict. You must also identify a change or addition to policy that would help avoid future disputes like this one.

Write a 850-word memorandum to your agency director to propose the change or addition to policy. In your memorandum be sure to:

Describe the gap in the current policy regarding conflict resolution.
Explain the need for a change or addition to the policy.
Recommend a resolution for the two employees in the conflict scenario.
Propose a specific change or addition to policy that will help deter future disputes.

Overview

Strategies to Manage Workplace Conflict

1. Understand the situation.

Few situations are exactly as they seem or as presented to you by others. Before you try to settle the conflict insure you have investigated both sides of the issue.

2. Acknowledge the problem.

I remember an exchange between two board members. One member was frustrated with the direction the organization was taking. He told the other, “Just don’t worry about it. It isn’t that important.” Keep in mind what appears to be a small issue to you can be a major issue with another. Acknowledging the frustration and concerns is an important step in resolving the conflict.

3. Be patient and take your time.

The old adage, “Haste makes waste,” has more truth in it than we sometimes realize. Take time to evaluate all information. A too-quick decision does more harm than good when it turns out to be the wrong decision and further alienating the individual involved.

4. Avoid using coercion and intimidation.

Emotional outbursts or coercing people may stop the problem temporarily, but do not fool yourself into thinking it is a long-term solution.

Odds are the problem will resurface. At that point not only will you have the initial problem to deal with, but also the angry feelings that have festered below the surface during the interim.

5. Focus on the problem, not the individual.

Most people have known at least one “problematic individual” during their work experience. Avoid your own pre-conceived attitudes about individuals. Person X may not be the most congenial individual or they may just have a personality conflict with someone on your staff.

This does not mean they do not have a legitimate problem or issue. Focus on identifying and resolving the conflict. If, after careful and thorough analysis, you determine the individual is the problem, then focus on the individual at that point.