Managing workplace conflicts

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Managing workplace conflicts

  1. 1. By: Keith Isaacs<br />Managing Workplace Conflict<br />
  2. 2. Overview<br /><ul><li>Introduction to Workplace Conflicts
  3. 3. Common types of conflicts facing workplaces.
  4. 4. Impact of conflicts in the workplaces.
  5. 5. How do we manage workplace conflicts?
  6. 6. Steps to Managing Conflicts
  7. 7. Defining the conflict.
  8. 8. Dealing with the conflict.
  9. 9. Preventing conflicts in the future.
  10. 10. Conclusion
  11. 11. Worth the cost?
  12. 12. Do your part!</li></li></ul><li>Introduction<br /><ul><li>Common Types of Conflicts
  13. 13. Conflicts in the workplace can be very minor and have little impact on the people involved.
  14. 14. Conflicts in the workplace can also be very serious in nature and can significantly impact the company as well as everyone involved.
  15. 15. Nearly all conflicts, minor or major, will have an impact on the company in some way!
  16. 16. Are these next types conflicts major conflicts or minor conflicts? What is the impact?</li></li></ul><li>Types of Conflict<br />Being late to work…<br />
  17. 17. Types of Conflict<br />Personal phone usage at work… Minor Conflict<br />
  18. 18. Types of Conflict<br />Personal phone usage at work… Major Conflict!<br />
  19. 19. Types of Conflict<br />Fighting in the workplace…<br />
  20. 20. Types of Conflict<br />Sexual harassment in the workplace…<br />
  21. 21. Types of Conflict<br />Sexual harassment in the workplace…<br />
  22. 22. Types of Conflict<br />Sexual harassment in the workplace…<br />
  23. 23. Managing Workplace Conflict<br /><ul><li>Steps to Managing Workplace Conflict
  24. 24. Define the conflict
  25. 25. What is the conflict at hand?
  26. 26. What are the factors surrounding this conflict?
  27. 27. Take action or deal with the conflict accordingly
  28. 28. Are disciplinary actions necessary for the conflict?
  29. 29. What are the implications of my actions?
  30. 30. Prevent the conflict from happening in the future
  31. 31. How do I stop these counter-productive conflicts from happening in the future?</li></li></ul><li>Managing Workplace Conflict<br /><ul><li>Define the Conflict
  32. 32. Define the problem in specific terms (1)
  33. 33. Is this a real conflict or possibly a mere disagreement?
  34. 34. Is this a conflict that requires my attention?
  35. 35. Determine the workplace impact of the conflict (3)
  36. 36. Team dynamics and relationships
  37. 37. “Recognizing and addressing the factors that give rise to potential for conflict can have a positive impact on the workplace and the productivity of the organization” (3)</li></li></ul><li>Managing Workplace Conflict<br /><ul><li>Define the Conflict
  38. 38. Conflict depending on people involved (2)
  39. 39. Interdependence Conflicts
  40. 40. When one employee’s job depends on another employee doing their job.
  41. 41. Style Differences
  42. 42. When one employee’s style is different than another employee.
  43. 43. Leadership Differences
  44. 44. When employees go from one leader to another, they can become confused by different styles and expectations.
  45. 45. Personality Differences
  46. 46. When employees vary in personalities in the same workplace.</li></li></ul><li>Managing Workplace Conflict<br /><ul><li>Taking Action Against the Conflict
  47. 47. Progressive Discipline (5)
  48. 48. “Progressive discipline is the application of corrective measures by increasing degrees.” (5)
  49. 49. Designed to motivate the employee to correct their misconduct or behavior voluntarily.
  50. 50. Non-Punative Discipline (5)
  51. 51. “Positive discipline is based on the concept that employees must assume responsibility for their personal conduct and job performance.”
  52. 52. Designed to involve managers and employees to work together.
  53. 53. Immediate Discharge
  54. 54. Some extreme conflicts require a “Zero-Tolerance Policy” that includes immediate discharge from the workplace.</li></li></ul><li>Managing Workplace Conflict<br /><ul><li>Taking Action Against the Conflict
  55. 55. Progressive Discipline (5)
  56. 56. Example: A manager tells an employee; “If you cannot be at work on time, you will be written-up.”
  57. 57. The employee must understand the consequences of their actions and how to fix the conflict.
  58. 58. Four typical steps that progressive discipline requires to be effective:
  59. 59. 1. Oral Warning
  60. 60. 2. Written Warning
  61. 61. 3. Suspension Without Pay
  62. 62. 4. Discharge of the employee</li></li></ul><li>Managing Workplace Conflict<br /><ul><li>Taking Action Against the Conflict
  63. 63. Non-Punative Discipline (5)
  64. 64. Example: A manager tells an employee; “Lets sit down and discuss your personal usage of the internet at work.”
  65. 65. The manager and employee both sit down to discuss the situation and how to fix the conflict.
  66. 66. Reprimanding does not often occur in this type of disciplinary practice in the beginning, but could later happen if the agreement made in the discussion is not upheld by both parties.</li></li></ul><li>Managing Workplace Conflict<br /><ul><li>Taking Action Against the Conflict
  67. 67. Immediate Discharge (4)
  68. 68. Grounds for immediate termination would include: Insubordination, use of drugs or alcohol in the workplace, publicly criticizing managers or supervisors, and unsatisfactory performance that that other forms of discipline will not correct.
  69. 69. When other forms of disciplinary actions fail or aren’t the best in conflict situations, immediate discharge can eliminate conflict situations.</li></li></ul><li>Managing Workplace Conflict<br /><ul><li>Prevention of Conflict
  70. 70. Have clear policies and goals for all employees in the workplace. (5)
  71. 71. Open-Door Policy
  72. 72. Engage in team activities: “Eyes on the prize”
  73. 73. Provide training for managers and employees (6)
  74. 74. Training in areas of: Communications, problem-solving, and conflict-identifiers could reduce risks of conflicts.
  75. 75. “Recognizing and addressing the factors that give rise to potential for conflict can have a positive impact on the workplace and the productivity of the organization.” (3)
  76. 76. Provide a positive workplace atmosphere.
  77. 77. Provide performance reviews and consistent feedback.</li></li></ul><li>Conclusion<br /><ul><li>Worth the Cost?
  78. 78. Managing and preventing conflicts in the workplace can provide a positive atmosphere that will attract talent.
  79. 79. Providing feedback and support for preventing conflict will aspire employees to do better which will lead to more productivity.
  80. 80. Managing conflict will reduce turnover and expenses from on-boarding and off-boarding activities.</li></li></ul><li>Conclusion<br /><ul><li>Do Your Part
  81. 81. Identify conflict in early stages by staying involved and engaged with your employees.
  82. 82. Try to settle mere disagreements early and be involved before they turn into major conflicts.
  83. 83. Follow the three steps to solving workplace conflicts to ensure a happy and productive work-force and workplace!</li></li></ul><li>The End<br />By: Keith Isaacs<br />Managing Workplace Conflict<br />

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