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The conflicts will be resolved at the willful consent of the affected parties who are ready for a sacrifice. Later on the adamant parties will be under consistent control for the non occurrence of such incidents again to be repeated.
Conflict happens in all corners of the workplace. As a manager, you need to know when to step in. Sometimes you have to give the conflicting parties the chance to resolve it on their own, but you must keep watching, when things get out of hand and the conflict starts to affect their work or disrupt other’s work, than you must take action.
The first thing you need to know is whether the conflict is work-related or an interpersonal one. As the manager, your approach should be to resolve the situation without offending or alienating either group.
A bad move on the manager’s part could create irreparable barriers, decrease productivity, as well as dampen morale. Your goal is to keep everyone focused on solving a problem and not be sidetracked by personal or political issues.
1. Let people tell their story. When people are deeply upset about something, they need to get their story out. This is a basic principle of mediation and one that’s important to remember. It is true that allowing people to speak their minds can increase the level of conflict with which you must deal. That’s OK. You have to get through the conflict phase to find the solution.
2. Bring a reality check to the table. Often in a conflict, the parties are so focused on minutiae that they lose sight of the big picture and its implications. As the mediator, you need to bring people back to reality by wrenching their attention away from the grain of sand and having them focus on the whole beach. Doing so may help resolution arrive at a startling speed.
3. Identify the true impediment. In every conflict, ask yourself: What is the true motivating factor here? What is really keeping this person from agreeing to a solution?
I personally believe that the best way to resolve a conflict is by having a dialogue with the person involved. The earlier it is resolved the better.
-identify the problem
-what is the cause of the problem
- select the cause
- who is responsible
- then put the solution to make the organization smooth work place
i go with all expert answer
All colleagues have given good answers, I agree with them.
Listen to everybody.
Ask questions.
Seek different advises if necessary from knowledgeable advisers or higher management.
Analyze the conflict and the causes.
Make an objective decision.
Thanks for the invitation
Good question
Agreed with both description given by
Mr.:Vrindavan & Mr.:Mayaleh as well too
and for sure no more to add
