| Conflict in the workplace is inevitable. Organizations are | | | | heard. Ignoring a conflict will usually not help the |
| made up of so many unique individuals, each with their | | | | situation - the conflict must be tackled straight on with |
| own opinions, perspectives, and approaches to | | | | both (or all) sides participating to come to some form |
| accomplishing tasks and meeting goals that there are | | | | of resolution. |
| bound to be times when "toes are stepped on". Some | | | | - Compromise, collaborate, avoid, or stick to your |
| organizational conflict can be a good thing; a little | | | | position! - When it comes to resolving conflicts, the |
| healthy competition between salesmen to see who | | | | people involved have choices. They can agree to |
| can break the monthly sales record will obviously help | | | | compromise with the opposing party by accepting |
| the company. It's when conflict begins to affect the | | | | some of their views in return for having their own |
| morale and/or the safety of the office, that conflict | | | | views accepted - or not! |
| resolution needs to be implemented. Here are three | | | | Try to see the benefits of "creative conflict". Conflict |
| tips for helping to resolve conflicts in the workplace: | | | | can produce creative solutions - sometimes getting |
| - Communicate - In any conflict situation, positive and | | | | opposing views out on the table can help to bring out |
| meaningful communication is necessary to resolve the | | | | all sides of an argument and produce a creative |
| issue at hand, particularly if one or all of the parties | | | | solution! |
| involved in the conflict feel as if they are not being | | | | |