Conflict Management - Why It Should Be Done On Time

No matter what we do, or who me meet, at one time or another we all have to deal with conflict

. It can be as something as simple as a passing glance to an all-out verbal or physical assault. How we deal with the situation says a lot about our character and resilience to take the higher moral road, and not react inappropriately.

Conflict in the work place can have a devastating effect on the status-quo of the entire team. One small conflict can destroy years of team building efforts and the employers expensive training. Conflict management is an important tool for any managerial team. The conflict model is designed to reduce the impact of any such minor or major conflict, by speedy reaction time and remaining natural in their observations. It is important to deliver the companies views and procedures when it comes to office behavior and ethics.

Conflict management techniques may require you to separate all parties involved, this can be from two upwards of the entire team. Conflict management has to remain focused on the task in hand, dealing with the initial conflict. As in any story there are three sides, yours, mine and the truth! The conflict management coordinator /manager must follow clear company guidelines, that dictate their involvement and the overall outcome depending on the severity of the conflict, in server cases the authorities may have to be involved.

Example: A female office clerk heard a rumor another member of staff made a derogatory remark about her weight. When the worker decided to confront the new employee in a totally inappropriate manor during a coffee break, the situation became volatile and ended up involving five staff members. It went on for days until one staff member went on long term sickness, due to work related issues.

Whilst we look in depth at the example above, it soon becomes apparent the employer allowed the conflict to escalate far beyond the realms of office conflict management. Fast precise conflict management, would have stopped the conflict with a meeting of both parties and come to an amicable agreement. Left the way it was, it not only cost two employees their jobs but left three by standers on report for gross misconduct. All in all the conflict cost the company thousands of pounds in court costs as the employee who was the recipient of the derogatory remark, sued them for failing to intervene in a time sensitive manor that would have ended the conflict.

It was a costly mistake for the company who failed to have a conflict management strategy in place. The health and safety at work act, dictates any company employing four or more employees, has to have a suitable conflict management strategy in place all be it internally or from an outside specialist. Every company should protect themselves against such law suits and losing the valuable staff members in a situation that was not only avoidable with correct supervision, not to mention basic conflict management.

by: atsulivan

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