what types, stages and how to resolve disagreements in the workplace – WAU
Conflict management is essential for a good organizational environment. Despite what many think, conflicts can bring benefits to the work environment, as they allow new points of view to be added. It is important to know the best approaches to deal with this type of situation!
For a company to achieve good results, it is necessary that your entire workflow is running in order and in tune. This includes from the relationship of employees to delivery to the end customer.
However, we know that there are often disagreements within the teams, a natural factor, but that, if not dealt with in the correct way, can cause major problems for the business.
Therefore, it is necessary to know how to do conflict management, seeking to minimize situations of disagreement in the corporate environment and ensuring a good organizational climate.
In order for you to know the best way to work these points within your company, we cover, in this post, the following topics:
Stay with us and learn more!
What is conflict
Conflicts are nothing more than a difference in perspective that ends up generating tension between those involved. They are inherent to human beings and are part of their evolutionary process.
Each person is exposed to a type of education and carries a very particular baggage. Therefore, these different perceptions and behaviors can cause a disagreement when the environment brings people from different points of view.
The more rigid and closed the education process has been, the less the ability to understand the other’s perspective, which generates greater chances of conflict.
However, not necessarily all conflicts need to be negative. Many of them can bring growth and professional development.
It is also necessary to emphasize that conflict is different from confrontation. Thinking about the business environment, conflicts happen when there is a disagreement between employees, teams or organizations.
Companies, especially those that work well with diversity, put people with different references, ideas and beliefs together. Like this, it is important to distinguish what are divergent opinions from a confrontation – in which different ideas are not respected.
Understand more about the following types of conflict!
What are the views on conflict
Conflicts can be classified into three types of view: traditional, human relations and interactionist. Understand each one of them!
This view says that every conflict is bad and, therefore, should be avoided.
Vision of human relations
This approach, on the other hand, states that conflict is a natural consequence in any group, so it cannot necessarily be classified as bad.
This perspective is the most recent and states that conflict can be a positive force, in addition to being highly necessary for the good performance of a group.
We can assume, then, that there is no definition of conflicts as being positive or negative. When there is a well-managed conflict management, it is possible to take positive results forward and make more specific and accurate decisions.
Conflicts can generate new perspectives and opportunities to explore options that had not previously been taken into account. In addition, they allow processes to be reviewed, looking for points for improvement and optimization.
What types of organizational conflicts
Organizational conflicts can be categorized into: needs and values, task, relationship and process.
Conflicts of needs and values, as the name implies, are those that happen when there is an impasse between the needs and values of employees, teams or even corporations.
Those of assignment are related to the content and objectives of the work. This can happen when areas do not work in agreement, generating different objectives for each one.
The relationship conflictsobviously, they refer to relationships, which can be interpersonal (between several people in the company) or intrapersonal (when it involves only one employee – such as a boss, a specific colleague).
The process conflicts they are those that happen when there is a disagreement in how the work should be done.
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How to do conflict management
From the moment a conflict is perceived to its resolution, it goes through 4 stages. Next, we break down each step.
Conflicts go through four stages until they are resolved. The first is the internship latent, that is, when there are favorable circumstances for a disagreement. This can happen, for example, when the teams of a company work with very different goals.
The second stage is that of cognitive and emotional awareness divergences. Therefore, this step is when there is a common understanding that there is a problem to be managed.
O outcome it is the third stage. It can be further divided between constructive and destructive outcome. In the first case, it is possible to make a good management and find an answer to the problem pointed out. The case of the destructive outcome does not generate gains for either side.
Finally, the last stage is that of action, when the company will act in such a way that that conflict does not happen again. This is the part where you learn from mistakes and make efforts to develop and grow with them, doing your best not to make them again.
Continue with us to understand the main conflict management strategies.
Conflict management strategies
There are five approaches to dealing with conflicting situations. It is necessary to have a complete understanding of the situation and each of the approaches to know which is the best application for the given situation.
It is even possible that different approaches are used for different employees. Therefore, always try to understand the whole context to make the choice of the strategy most relevant to the case.
1. Evasive approach
In this case, those involved conclude that it is not worth working on the conflict. This happens in small situations, when it is not worth fighting for the point of view. An example is when the employee disagrees with a point of view coming from a managerial position and has nothing to offer to make it different.
2. Conciliative approach
This approach is an attempt to manage the conflict, but faces an impasse. In it, a party will have to give up its point of view. The conciliative approach needs attention, as it can lead to accommodation.
3. Competitive approach
Here is an impasse. Normally, whoever has more power wins. In the event of an impasse between two people with the same level of power, an obstacle occurs. This approach is commonly used when one party has more power than the other.
4. Compromising approach
The compromising approach deals with negotiation. It requires a lot of knowledge of the situation, a good deadline (in a matter of time) and an understanding of the bargaining power between those involved.
5. Collaborative approach
Finally, this approach is used when there is a high level of maturity among those involved. The interest is a greater good and leads to agreement between the parties.
As you can see, disagreements in the corporate environment can – and will – happen. Thus, the ideal is that departments such as Human Resources are trained to deal with the management of these conflicts.
As final tips, always try to depolarize the conflict and prevent other employees from “taking sides” in the deadlock situation. This can cause a situation greater than the problem itself.
When acting in conflict management, see impersonally and objectively, without letting your decisions be biased. Stay focused on the general interest of the company and not on the positions occupied by those involved in the situation. Finally, use the approach best suited to the nature of the conflict and contain the emotional tensions of those involved.
For this last point to be taken into account, it is always important to work on the emotional intelligence of employees. Read one more of our articles and stay on top of this important skill!