Management: Dealing with Conflict in the Workplace

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'Conflicts can arise in any team environment; How a Manager responds can be vital to resolving the situation and to restoring the team to its normal level of effectiveness’... The latest addition to our slide-deck library looks at 'Dealing with Conflict in the Workplace'.

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  • very informative
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  • @tvenkataramanan Thanks for the comment. This presentation is part of a series in which we are going to be looking into many different areas of management and we'll be going into more detail as we continue. Additionally we will soon have a series of blogs from our CEO which will look into different areas of management.
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  • Deals with conflict resolution superficially.what are the tools &techniques , where they are to applied & how etc d iscussed.
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Management: Dealing with Conflict in the Workplace

  1. 1. Management: Dealing with Conflict in the Workplace
  2. 2. Management: Dealing with Conflict in the Workplace
  3. 3. Management roles are made up of a wide range of responsibilities, with one of the most crucial being ensuring that teams are working effectively.
  4. 4. If managed well, a team can add value to an organisation by drawing upon the ideas and the input of all its members, working together collaboratively. In any team environment conflicts can arise; how a manager responds can be vital to resolving the situation and restoring the team to its normal level of effectiveness.
  5. 5. Here are some key points to consider for managing a conflict situation in the workplace...
  6. 6. Collect all the facts
  7. 7. Collect all the facts
  8. 8. A manager should always take an objective approach to conflict within their team, ensuring that all those involved are given the opportunity to be heard.
  9. 9. A good manager will act as the impartial, but empathetic influence in a conflict situation; allowing their employees to get their point across, remaining unbiased and constructive at all times.
  10. 10. Collecting all the relevant facts is vital to properly understanding the situation and ultimately to moving towards an agreed solution.
  11. 11. Call Appropriate Meetings
  12. 12. Call Appropriate Meetings
  13. 13. When collecting all the information it is a good idea to speak with those involved in the conflict alone in one-to-one meetings. This way they can speak with you without needing to hold back too much. After you have done this it is a good idea to then sit down with all parties involved to discuss the situation openly. Finally, when you have communicated with all those direct- ly involved in the conflict, and arrived at a solution, it may be appropriate to hold a full team meeting.
  14. 14. This way you can update the wider team with the progress made and the solutions that have been arrived at. This is a good opportunity to let every- one you manage know that you are on hand should a similar situation arise in the future.
  15. 15. Focus on Common Goals
  16. 16. When conflicts arise in a professional setting, it is easy for a team to lose sight of what their goals are.
  17. 17. Restating the team’s purpose and reaffirming the value of the different members of the team in achieving common goals can play a big part in resolving a conflict,
  18. 18. and can provide a great opportunity to focus on positive aspects of the work that the team does. Highlighting objectives and requirements is an effective way to refocus a team.
  19. 19. Work Collaboratively
  20. 20. Sometimes it can be appropriate to work collaboratively with those involved in a conflict, in order to resolve it.
  21. 21. Overseeing a brainstorm session, in which the manager and the team members work together to find a solution to the problem, can create an opportunity where any damaged relationships can be repaired. Done in a professional and positive environment, the collaborative act of brainstorming a solution to a conflict can in effect be the solution.
  22. 22. Recognize Styles of Conflict-Handling
  23. 23. Recognize Styles of Conflict-Handling
  24. 24. There are many different ways that people respond to a conflict – some look to avoid conflict altogether, while others can be very demanding in ensuring that their voice is heard.
  25. 25. This is where it is important that you know the personalities within your team and recognise how you can balance their styles, while respecting the needs of all parties.
  26. 26. Ultimately it is important that you can respond to the different conflict styles in a way that allows all parties to feel that their needs and concerns are understood and have been addressed.
  27. 27. Make Sure the Problem is Resolved
  28. 28. Make Sure the Problem is Resolved
  29. 29. Communicate with all parties involved to ensure that the solution you have arrived at has sufficiently resolved the situation.
  30. 30. Your solution should also set guidelines for how to handle a similar conflict should the same situation arise again in the future. Ensuring that all parties commit to working to these can make for a more effective team in the long term.
  31. 31. Connect For more tips on professional development and to see all of our latest opportunities, connect with the InterQuest Group InterQuest Group plc is a specialist recruitment group providing contract and permanent services within niche disciplines globally. The Group is divided into specialist businesses, with each one aligned to one of the following market sectors, Finance, Retail, Public Sector, Not for Profit or in an area of technology such as testing, analytics, ERP or digital. These are augmented by other businesses specialising in services which span the various vertical niches - such as recruitment outsourcing or executive search and selection. InterQuest has been trading since 2001 and has grown during this time to a £115 million Turnover Company, listed on the AIM. As specialists in contract, permanent IT and analytics recruitment, the InterQuest Group trades as distinctly branded, individual, specialist recruitment businesses.

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