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Workplace Conflict

Our workplace conflict resolution strategies will show you how to handle employee conflict by suggesting conflict management activities

Conflict management styles vary, but whatever approach you choose in dealing with employee conflict, our advice will help you in conflict resolution in the workplace.

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At some point in their careers, most people end up in the position of being left to do the work after flaky colleagues drop the ball. Anita Bruzzese (www.45things.com), who writes about workplace issues, offers these four tips for handling co-workers who drop the ball, and how to get them to pull their weight:

Do you prefer conflicts to peaceful coexistence? Before you rush to say, “Of course not,” think again. Many people perpetuate conflict because they fear the consequences of resolving it.
Lisa crunches numbers. She works with you but does not report to you. Her boss is the chief financial officer. You rely on Lisa’s accounting and budget projections to make key decisions. But she spends more time bullying you than providing the data you need ...
Stewing resentments often emerge as the No. 1 impediment to resolving conflict. The urge to keep anger alive—and let it fester inside you—can overpower your better judgment.
Sally, a technician for a manufacturer of scientific equipment in Texas, updates us on how a team-oriented workplace has fizzled in recent months.

Your boss asked you to prepare a spreadsheet for a meeting the next day. It took a couple of hours and some shuffling of priorities, but you did it. When you arrive at the meeting, though, your boss handed you a spreadsheet that someone else created. Should you tell your boss how frustrated you are?

You’re a take-charge personality who enjoys solving problems decisively. That serves you well most of the time. When you mediate conflict among employees, however, your eagerness to act can work against you.
Sally, a technician for a manufacturer of scientific equipment in Texas, explains how a team-oriented workplace has turned cutthroat in recent months.
Emotions often work against you when you try to resolve conflict. If you’re too close to the situation, you may become embroiled in it and lose your perspective. The best problem-solvers cool down before taking action.

Here’s how to end a co-worker sexual harassment case when your organization decides not to discharge the alleged harasser.

What’s a manager to do when faced with conflicting accounts of an argument between employees? An important part of that answer is to resolve the conflict quickly, before it spreads like a cancer through your organization ...

One of the worst ways to fight conflict in an organization is to proclaim, “No complaining allowed.”

After seeing the movie ‘Erin Brockovich,” you think, “I supervise someone like her.”  Here’s how to manage flashy free-spirits:

You like to think of yourself as a fair-minded referee when you manage conflict. But your success as a mediator depends on whether you can build trust.
Tensions can flare in any workplace. You must make sure raw emotion doesn't affect employees' performance.
While it’s understandable to see adversaries unfavorably, our views can border on the irrational if we perceive those we don’t like as unconditionally evil.
The former New York City mayor Ed Koch engages in lively e-mail exchanges with subscribers who receive his periodic online commentaries. As reported in The New York Times, a subscriber sent Koch a particularly cruel e-mail ...
What is a manager to do when coworkers can't get along?

Conflict happens in all corners of the workplace. But if issues aren't settled, bad things can happen: Good people quit, morale can plummet and, sometimes, violence can erupt. But you don't need to become a certified mediator to settle disputes. Here are nine tips for understanding human behavior and resolving conflicts with co-workers, employees and even customers.

Disputes between employees are common and inevitable. But if left unresolved, they can disrupt your department’s productivity, sap morale and even cause some good employees to quit. Supervisors and managers don’t need to become certified mediators to settle disputes. They just need to understand some basics about human behavior, practice the fine art of paying attention and serve as a neutral party who wants to resolve the problem.

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