Structural methods
Posted: Sun Dec 22, 2024 5:57 am
Some of the methods of resolving conflicts in an organization that are suitable for disputes arising from improper distribution of duties, powers and functions in a team, as well as the lack of sufficient motivation among the staff. As practice shows, such situations are easily resolved after an audit.
With its help, it becomes clear which processes and elements of the current system need to be adjusted. However, not every manager, entering into an organizational conflict, is ready to spend time and resources to conduct an audit and find the best solution to the problem.
Structural methods
Source: shutterstock.com
Structural methods of working with conflicts consist of 3phone number identifier philippines the principle of unity of command, clarification of requirements for work processes, involvement of employees in achieving the organization's goals, as well as setting up a motivation and reward system.
Counter aggression
This method involves the use of force to resolve a conflict. It can be used, but only in situations where the dispute harms the company's business reputation or threatens its existence. Resolving a conflict in this way involves suppressing all participants. After the response aggression, communication between the disputants can be reduced to a minimum.
Increase Profits by 200%: Download 5 Powerful Tools for Free
Alexander Kuleshov
Alexander Kuleshov
General Director of Sales Generator LLC
Read more posts on my personal blog:
Over the past 7 years, we have conducted over 23,000 comprehensive website audits and I have learned that all of us as leaders need clear and working algorithms for our marketing and sales.
Today we will share with you the 5 most valuable documents that we have developed for our clients.
Download for free and implement today:
How to find out the 5 key marketing metrics in your company?
Step-by-step calculation template with fields where you can insert your data
How to make a KPI for a sales manager based on his work results?
Current template for calculating KPI for sales manager
9 Examples of Universal Selling Commercial Proposals
Upgrade your CPs to close more deals
Cold Lead Processing Script Template
A checklist of ready-made questions for engaging cold clients
7 Profitable Marketing Strategies Examples
Will help increase customer flow by at least 30%
Download the collection for free
pdf 8.3 mb
doc 3.4 mb
Already downloaded
153114
5 stages of conflict management
In a difficult situation, the manager must be involved in resolving the incident. He will have to act as an impartial judge who has a clear approach to ending the dispute:
Individual conversation
First, it is worth talking to each of the parties to the conflict in an informal setting. This way, you will find out what real concerns the employees have, and find out their complaints. It is worth helping employees to disclose, and you should not try to express your assumptions. To maintain impartiality, prepare the same questions for the parties. Once again, remind them about the confidentiality of the conversation.
Bring people together
Once you have learned each participant's point of view, gather them together, acting as the organizer of the conversation. Set clear rules before it begins. Try to encourage the parties to mutual understanding and respect for each other. Do not allow others to be interrupted, and refrain from personal assessments.
During the conversation:
Maintain a calm tone.
Praise those who actively listen to the other side of the conflict.
Encourage the participants in the conversation to talk about their experiences and thoughts. Let them share where they are ready to give in and what they lack.
Suggest brainstorming to find a solution.
Remind them of the positive experiences you had working together.
If the atmosphere becomes tense, suggest going on a break. It is worth getting together only after the parties have calmed down. Do not allow passive-aggressive behavior of the conflict participants.
Case: VT-metall
Find out how we reduced the cost of attracting an application by 13 times for a metalworking company in Moscow
Find out how
Survey the team
You can look for ways to resolve a conflict that affects the entire team within the team. If it is not of a sensitive nature, ask all its members. By discussing disputes, employees will voice their suggestions, share their beliefs, and find ways to resolve the conflict. This way, you can create a safe environment for the future, where people will easily share problems and the likelihood of disputes will be minimized.
Prepare a plan
Make a detailed schedule in which each party will indicate their actions aimed at reconciliation. It is important to ensure that all participants strictly adhere to the plan. Each of the parties should be involved in the monitoring process.
Next steps
Look at the situation to make sure that the solution to the problem suits all parties to the dispute. Sometimes, reconciliation, upon closer examination, can irritate one of the parties. Conduct an anonymous survey in the team to find out the mood of employees and discover problems that have been dragging on for a long time.
Methods of resolving conflicts between organizations
Incidents can also occur between companies. They are divided into two large blocks:
Unintentional . May arise in a situation where the result obtained does not match the planned one. The parties are unable to adjust their actions or cannot return to the starting point.
Intentional . Aimed at causing harm to the other party. Bankruptcy, takeover, unfair competition may be used as tools. In such a situation, an individual approach is needed.
With its help, it becomes clear which processes and elements of the current system need to be adjusted. However, not every manager, entering into an organizational conflict, is ready to spend time and resources to conduct an audit and find the best solution to the problem.
Structural methods
Source: shutterstock.com
Structural methods of working with conflicts consist of 3phone number identifier philippines the principle of unity of command, clarification of requirements for work processes, involvement of employees in achieving the organization's goals, as well as setting up a motivation and reward system.
Counter aggression
This method involves the use of force to resolve a conflict. It can be used, but only in situations where the dispute harms the company's business reputation or threatens its existence. Resolving a conflict in this way involves suppressing all participants. After the response aggression, communication between the disputants can be reduced to a minimum.
Increase Profits by 200%: Download 5 Powerful Tools for Free
Alexander Kuleshov
Alexander Kuleshov
General Director of Sales Generator LLC
Read more posts on my personal blog:
Over the past 7 years, we have conducted over 23,000 comprehensive website audits and I have learned that all of us as leaders need clear and working algorithms for our marketing and sales.
Today we will share with you the 5 most valuable documents that we have developed for our clients.
Download for free and implement today:
How to find out the 5 key marketing metrics in your company?
Step-by-step calculation template with fields where you can insert your data
How to make a KPI for a sales manager based on his work results?
Current template for calculating KPI for sales manager
9 Examples of Universal Selling Commercial Proposals
Upgrade your CPs to close more deals
Cold Lead Processing Script Template
A checklist of ready-made questions for engaging cold clients
7 Profitable Marketing Strategies Examples
Will help increase customer flow by at least 30%
Download the collection for free
pdf 8.3 mb
doc 3.4 mb
Already downloaded
153114
5 stages of conflict management
In a difficult situation, the manager must be involved in resolving the incident. He will have to act as an impartial judge who has a clear approach to ending the dispute:
Individual conversation
First, it is worth talking to each of the parties to the conflict in an informal setting. This way, you will find out what real concerns the employees have, and find out their complaints. It is worth helping employees to disclose, and you should not try to express your assumptions. To maintain impartiality, prepare the same questions for the parties. Once again, remind them about the confidentiality of the conversation.
Bring people together
Once you have learned each participant's point of view, gather them together, acting as the organizer of the conversation. Set clear rules before it begins. Try to encourage the parties to mutual understanding and respect for each other. Do not allow others to be interrupted, and refrain from personal assessments.
During the conversation:
Maintain a calm tone.
Praise those who actively listen to the other side of the conflict.
Encourage the participants in the conversation to talk about their experiences and thoughts. Let them share where they are ready to give in and what they lack.
Suggest brainstorming to find a solution.
Remind them of the positive experiences you had working together.
If the atmosphere becomes tense, suggest going on a break. It is worth getting together only after the parties have calmed down. Do not allow passive-aggressive behavior of the conflict participants.
Case: VT-metall
Find out how we reduced the cost of attracting an application by 13 times for a metalworking company in Moscow
Find out how
Survey the team
You can look for ways to resolve a conflict that affects the entire team within the team. If it is not of a sensitive nature, ask all its members. By discussing disputes, employees will voice their suggestions, share their beliefs, and find ways to resolve the conflict. This way, you can create a safe environment for the future, where people will easily share problems and the likelihood of disputes will be minimized.
Prepare a plan
Make a detailed schedule in which each party will indicate their actions aimed at reconciliation. It is important to ensure that all participants strictly adhere to the plan. Each of the parties should be involved in the monitoring process.
Next steps
Look at the situation to make sure that the solution to the problem suits all parties to the dispute. Sometimes, reconciliation, upon closer examination, can irritate one of the parties. Conduct an anonymous survey in the team to find out the mood of employees and discover problems that have been dragging on for a long time.
Methods of resolving conflicts between organizations
Incidents can also occur between companies. They are divided into two large blocks:
Unintentional . May arise in a situation where the result obtained does not match the planned one. The parties are unable to adjust their actions or cannot return to the starting point.
Intentional . Aimed at causing harm to the other party. Bankruptcy, takeover, unfair competition may be used as tools. In such a situation, an individual approach is needed.