how would you rate yourself on conflict management & resolution? give two examples having manged with workers.
i am in cargo company.
My fellow workmates seek my advise with various issues so I assume they trust my judgment. I can not rate myself as I offer what I would do if I were in their situation. I find that using broad terms ("there seems to be a misunderstanding" as opposed to "you have a problem/ I have a problem with…") breaks the ice and does not put anyone on the spot as well as minimizes defensiveness. I also tend to encourage dialogue by "asking" – privately/ with those concerned (what do you think happened here? Did you get informed about…?etc) more than "tell" or "demand" in-front of an audience. I find it helpful not to approach conflict from a "who's right or wrong" (who done it) angle but rather from "where do we go from here". This and that situation has occurred and it is disrupting our work, shall we have a discussion (now/ later) and hopefully we can find a solution but in the mean time we must get on with what must be done. I make sure I follow up on issues at the soonest possible time and if an appointed time gets postponed I will keep all concerned informed. Always remain neutral unless the issue in question violates company regulations/ health and safety issues.
Recommended Reading
- Business Conflict Resolution Explained
- What to Do When Conflict Happens
- Family Business Mediators Are Third Party Conflict Resolution Providers
- Los Hombres Del Lago. A Student Documentary. SIT Study Abroad: Bolivia 2007
- Groupthink
- Kids and Conflict: Teaching kids to keep the peace
- The Complete Guide to Conflict Resolution in the Workplace
My fellow workmates seek my advise with various issues so I assume they trust my judgment. I can not rate myself as I offer what I would do if I were in their situation. I find that using broad terms ("there seems to be a misunderstanding" as opposed to "you have a problem/ I have a problem with…") breaks the ice and does not put anyone on the spot as well as minimizes defensiveness. I also tend to encourage dialogue by "asking" – privately/ with those concerned (what do you think happened here? Did you get informed about…?etc) more than "tell" or "demand" in-front of an audience. I find it helpful not to approach conflict from a "who's right or wrong" (who done it) angle but rather from "where do we go from here". This and that situation has occurred and it is disrupting our work, shall we have a discussion (now/ later) and hopefully we can find a solution but in the mean time we must get on with what must be done. I make sure I follow up on issues at the soonest possible time and if an appointed time gets postponed I will keep all concerned informed. Always remain neutral unless the issue in question violates company regulations/ health and safety issues.
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