Conflict in the organization: the inevitable evil
Inside companies, where people work in tightly interacting teams, disagreements and misunderstandings are inevitable. And even a detailed description of the operations of each employee will not save the team from, for example, the accusations of colleagues in insufficient diligence. Conflicts in the organization - the norm. But they should not undermine the livelihoods of the office.
It is expensive
Collisions are destructive. It is difficult to calculate how much interpersonal problems cost companies, but time and work that remains to be done cost money. When conflicts in an organization go beyond certain individual frames for each firm, they become seriously involved in them, while minor skirmishes are often ignored.
Yes, there are differences on the basis of different values and even on ethnic grounds. But much more often professional conflicts arise because of personal incompatibility, stress and high loads, especially when money is distributed, in the opinion of the offended party, the contribution to the work of the team is inappropriate.Most collisions occur at the lower levels of the company, at least there is more open confrontation. Managers may be involved in the process, but this is less common, their problems are more veiled.
Training for the team
Too frequent and destructive conflicts in the organization force managers to think about conducting special trainings, a team-building that is fashionable now, that is, hiring specialists to build team spirit. People are taught to explain their position, workers together perform ridiculous tasks, sometimes briefly gives knowledge about psychological types and interaction pitfalls. Of course, the overlays of psycho-types are inevitable, but people feel forewarned and more confident in resolving misunderstandings.
Between the devil and the deep sea
But working with teambuilders is expensive. The budget method of solving the problem is the use of the services of a human mediator who is not professionally connected with the conflicting parties. He can listen to both sides and help them to find a way out of this situation. This is not necessarily a person with a psychological education, often just a person with good diplomatic abilities and the ability to think constructively.In the West, conflicts in organizations are resolved by employees of the personnel service, in our country this is not so common.
Knowledge is power
For prevention, it is good to use an educational approach, that is, the identity of each worker is studied and psychological portraits become accessible to everyone. Thus, people can prepare in advance to prevent confrontation. What if there is a conflict with the boss? In this case, the subordinate feels very bad, with the result that sabotage or even dismissal is possible.
Is the boss unfair?
It is important that the side offended in the conflict have the opportunity to “let off steam”; the employee can be recommended to take a close-up photo of the boss, hang it on the door at home and throw darts. But seriously, you just have to work fine and not let the boss hurt himself. If the situation cannot be reversed, it is necessary to leave for another job and from the very beginning to behave in such a way that there are no people willing to humiliate you.