How do you resolve conflicts at your work place?

With Direct Communication and work in the bigger goal of the company , meeting with all who relate to that issue and put all on the table

Listening to parties to the conflict and trying to appreciate their hard work, and trying to find a solution that satisfies all parties and at the same time is the right solution.

Firstly try to establish the reason for the conflict and attempt to resolve it using interest based approach cooperative negotiations, if that fails i would engage the help of a third party to assist. My experience has proved more often than not confict in the work place is more about people having something to say and not being given the chance to vent. Give them the opportunity and 9 times out of 10 the matter will be solved. Actively listen to their story, appreciate their concerns and work with them to find a solution. Remember the old saying "there is a method in everyones madness".

When people work together, conflict is often unavoidable because of differences in work goals and personal styles. People come with different attitude, aims, different tastes, different life styles etc etc to office which leads to a conflict if one persons attitude Dosent match with others ( human behaviour). The best part is to know the rise and cause of the conflict. Once the cause and reason is identified it becomes easy to identify who and whom have the problem with such kind of attitude and why is it casing a conflict. Get all involved parties in a neutral/private environment to facilitate conflict resolution. Ask each participant to provide a written statement in advance describing the situation in his or her own words. These statements will give the mediating manager insight into the possible causes of the conflict. During the session, give each party a chance to tell his or her side of the situation without interruption. Analyze the problem from each person’s perspective and collaboratively develop solutions. Agree to meet in the future to check on the progress of the solution. Clearly describe the damage to the organization as a result of employee conflict and the consequences for future inappropriate behavior. It is important to remember that the manager's role in conflict resolution is that of mediator. The manager must remain impartial and cannot enter into conflict resolution if he or she has preconceived opinions or ideas about who is right or wrong in the situation. If the manager finds that he or she cannot be impartial, that person should assign the task of the conflict resolution session to a third impartial party such as a human resources manager. Mediating a conflict is challenging, but as a manager or supervisor, the role of mediator comes with your territory. Your willingness to appropriately intervene sets the stage for your own success. You craft a work environment that enables the success of the people who work there. I believe you can learn to do it. Conflict mediation is an example of "practice makes perfect." Below are a few of the most common reasons for workplace conflict: Interpersonal Conflict — This conflict is usually caused by opposing personalities or personality clashes that can be caused by many factors such as jealousy, envy or even something as simple as a personal dislike of one person for another. Prejudices based on religious, racial or sexual differences also lead to interpersonal conflict. Often, interpersonal conflict creates gossip that not only perpetuates the conflict between the direct parties involved, but can also affect others on the team. Structural Conflict — This is when departments have different needs and wants, and are not able to compromise. Differing Goals — This is when departments have differing goals, and each department is working independently to achieve their goals. Mutual Dependence of Departments — This is when two departments are dependent on each other, and the failure of either department affects the other. Role Dissatisfaction — Certain departments or groups may feel that they are not receiving enough recognition or status. This may generate conflict between departments, groups or individuals. Dependence on Common Resources — When two departments depend on common and scarce resources, conflict can evolve between departments and/or individuals. Communication Barriers — This often occurs in organizations that have branch offices due to the geographic separation that makes consistent and timely communication possible.

A conflict is usually between 2 or more different opinions. I listen carefully to the opponents and try to solve it by trying to find what would serve better the firm and help them  to narrow their differencies. We are a team serving the company with the best we can.

When people work together, conflict is often unavoidable because of differences in work goals and personal styles. Follow these guidelines for handling conflict in the workplace.

1. Talk with other persons

2. Focus on behavior and events, not on personalities

3. Listen carefully

4. prioritize the area of conflict

5. Develop a plan to work on each conflict

6. Identify points of aggrement and disaggrement

7. Follow through on your plan

8. Build on your success

Referance: https://blink.ucsd.edu/HR/supervising/conflict/handle.html#

BE ALWAYS CALM AT YOUR WORKPLACE HAVE PATIENCE ALWAYS BE POSTIVE 

by talking with other person and keep focusing on behaviour and events. Also identify the points of agreement and disagreement and prioritize the areas of conflict

Constructive dialogue and discussion. The purpose is to resolve the conflict

The potential for conflict often arises, and there is been several intense moments I have encountered at work and difficult for me to single anyone out. But what I can tell you is the approach I have taken in those,and that is to engage with the person rather then getting caught out with who may be right and who may be wrong. Its crucial to just to frankly engage with the other person and find out if there's actually an issue and reveal whatever issue that I have, and basically relinquish the need to be right in this situation. It is not always easy, but its significant if you’re going to get to a position where you both come to a mutual agreement.

 

i resolve by being partial to all sides and giving them a platform to reolve the huddles pecefully n amicably