Scott Vivian - Workplace Conflict Resolution Essentials For Dummies

Practising the arts of reflecting and reframing an employee’s point of view may be an initial challenge for you, but it’s worth it in the end. Chapter 7 Конец ознакомительного фрагмента. Текст предоставлен ООО «ЛитРес». Прочитайте эту книгу целиком, купив полную легальную версию на ЛитРес. Безопасно оплатить книгу можно банковской картой Visa, MasterCard, Maestro, со счета мобильного телефона, с платежного терминала, в салоне МТС или Связной, через PayPal, WebMoney, Яндекс.Деньги, QIWI Кошелек, бонусными картами или другим удобным Вам способом. walks you through these steps and helps you keep your footing along the path of conflict resolution.

Negotiating a resolution to conflict starts with getting all the relevant information about the past on the table and ends with a clear definition of what the future could be. Get there by listening for what’s really important to the parties involved and then asking directed, open-ended questions. In Chapter 8 Конец ознакомительного фрагмента. Текст предоставлен ООО «ЛитРес». Прочитайте эту книгу целиком, купив полную легальную версию на ЛитРес. Безопасно оплатить книгу можно банковской картой Visa, MasterCard, Maestro, со счета мобильного телефона, с платежного терминала, в салоне МТС или Связной, через PayPal, WebMoney, Яндекс.Деньги, QIWI Кошелек, бонусными картами или другим удобным Вам способом. , I provide questions and cover the process of moving people through the negotiation stage of a mediated conversation.

The best solutions satisfy all parties involved and, perhaps more important, are lasting. Chapter 9 Конец ознакомительного фрагмента. Текст предоставлен ООО «ЛитРес». Прочитайте эту книгу целиком, купив полную легальную версию на ЛитРес. Безопасно оплатить книгу можно банковской картой Visa, MasterCard, Maestro, со счета мобильного телефона, с платежного терминала, в салоне МТС или Связной, через PayPal, WebMoney, Яндекс.Деньги, QIWI Кошелек, бонусными картами или другим удобным Вам способом. helps you work with your employees to develop good solutions and agreements.

If the conflict making its way through your organisation seems to affect each and every employee, suggesting, planning for and/or facilitating a team meeting may be the answer.

The more upfront preparation you do, the better your odds are for a fruitful outcome, so set yourself up for success by following a few simple tips:

Decide whether you’re neutral enough to facilitate the conversation. If not, look to a professional mediator or conflict resolution specialist to help.

Consider broad details like your goals and how you’ll develop milestones that quantify progress.

Plan for smaller details, like exactly how you’ll organise small group work and handle hecklers.

In Chapter 10 Конец ознакомительного фрагмента. Текст предоставлен ООО «ЛитРес». Прочитайте эту книгу целиком, купив полную легальную версию на ЛитРес. Безопасно оплатить книгу можно банковской картой Visa, MasterCard, Maestro, со счета мобильного телефона, с платежного терминала, в салоне МТС или Связной, через PayPal, WebMoney, Яндекс.Деньги, QIWI Кошелек, бонусными картами или другим удобным Вам способом. , I discuss how to resolve conflict when larger groups are involved.

Following up and monitoring the situation takes some attention on your part. Look for signs of decreased tension and increases in work quality and quantity so that you can get out of the referee role and back into the position of managing the business you were hired to direct.

You don’t have to go it alone when addressing conflict. And you don’t need to jump in and attack the situation without first looking at the tools available to you. Create a customised approach by looking at what’s already in place and then how to augment that with a little help from your friends.

The human resources (HR) department is an obvious place to start when you begin your search for advice and insight about a conflict. These personnel professionals can help you investigate an employee’s work history and interpret company policy or employment law. They often lend a hand with customised trainings and can identify employee assistance programs such as counselling and addiction specialists.

They can also point you to other entities that may be able to help, including

Internal mediators and counsellors:Common in large organisations and government agencies, internal mediators (also known as shared neutrals or internal commissioners ) are individuals selected from different departments with various levels of authority. They’re trained in mediation and are brought together to purposely create a diverse group perspective. Counsellors are usually employees in a company who provide a safe place to talk, vent and explore ideas.

Conflict resolution specialists and statutory authorities:External conflict resolution specialists may be required if you can’t resolve the conflict internally. Statutory bodies such as the Fair Work Commission or Employment Relations Authority provide opportunities for mediation for individuals who believe workplace rights and entitlements under applicable laws have been breached.

Unions:If your company has a relationship with a union, you can always tap into its strength and problem-solving expertise.

Flip to Chapter 11 Конец ознакомительного фрагмента. Текст предоставлен ООО «ЛитРес». Прочитайте эту книгу целиком, купив полную легальную версию на ЛитРес. Безопасно оплатить книгу можно банковской картой Visa, MasterCard, Maestro, со счета мобильного телефона, с платежного терминала, в салоне МТС или Связной, через PayPal, WebMoney, Яндекс.Деньги, QIWI Кошелек, бонусными картами или другим удобным Вам способом. for more about internal resources you may be able to utilise in a conflict.