Conflict situations at work. Conflicts with colleagues: how to get out of difficult situations

The third part of the life of an adult is a dream. The rest of the conscious time (400 hours per month) is given to work and leisure. Moreover, 160 of them, 2/5 of all the time the work is provided for the benefit of society. If a person has conflicts at work, it is almost half of time in stressful state.

There are situations where the increase in blood adrenaline contributes to the achievement of high results, records, the birth of masterpieces. Athletes, artists, musicians and artists can successfully work in such an internal maximum condition.

However, the average member of society is an extraordinary situation that makes the strong negative emotions experience, can permanently deprive disability. What effectiveness can we talk about if the eyes are covered with the tears of resentment, the hands are shaking, and I want to run?!

The conflict situation adversely affects the results of the overall labor also because it ceases to be collective. Sometimes the struggle of interest not only fully eliminates the mutual execution, but even generates insertion.

The conflict between engineering workers of various departments can only spoil them, but the brigade breaks will be reflected on the quality and efficiency of the whole team.

Causes and types of conflicts at work

With colleagues

Disputes and quarrels

The conflict is disagreement between people. Both in the dispute, and in a quarrel consent is not observed. What then the difference:

Arguing colleagues Do not set a goal - to offend, humiliate opponent. The task of the parties, on the contrary, is to make an opponent with his ally, convincing him that he is wrong. It is in such disputes that truth is born. Such conflicts are called constructive.
Quarrel people Also have disagreement. But they do not exhibit evidential arguments, and acting on the feelings of the enemy, try to scare it, eliminate, make silence. Appealing is not to the mind, but to feelings, it is impossible to get to the truth. These conflicts, in which the victory of any cost is more important to find a solution to the problem, is considered destructive.

And those and other examples of behavior are possible between colleagues, but have different consequences.

If the disputes lead to the achievement of positive results, give experience in collaboration and improve relations in the team, then quarrels, on the contrary, create intolerable relationships, worsen the mood, lead from a common goal and reduce labor efficiency.

Interpersonal conflict

Most often in the team, it appears on the basis of dissatisfaction with the inequality of the distribution of benefits, resources, load or sanctions. This happens often where several people perform the same job.

Displeasure and calculations begin not only in places where there is a deficit of resources or benefits, and not only where the loads are very high, but sanctions are terrible. Conflicts on the basis of unfair distribution happen in the most prosperous organizations.

Personality and group

If the team has a conflict with a colleague that violate the norms of behavior, communication, the appearance, adopted herein, then this is natural and justified. But not only that.

Sometimes the cause of the "boycott" may be the existence of an informal leader who has their personal interests pushing to the conflict. A group of support is formed around it. It is difficult to get out of this situation. You will have to or score yourself the same group of associates or overcome your pride and talk "souls" with the leader.

With the leader

Internal conflict

Often there are leaders who fully give themselves to work. The need to be husband, wife, father, mom, live a full-fledged family life and the inability to carry out the human psyche. The director breaks down on the subordinates, sees in them the guilty of the situation.

Convince the boss?!

Does it make sense to conflict with the leader? Yes, if there is real support from the outside and over if the quarrel precedes dismissal.

And if the head carefully listens to the claim, it will imbued and, in spite of the risk of losing respect from the rest of the team, recognizes himself to be wrong. Such a prospect of solving a conflict is only in cinema. In reality, "the head is always right, and if not right, read the first item."

To prevent conflict situations, remove the soil for their growth to the manager it is necessary to fairly allocate material benefits. Having accurate information, deliver the "gingerbread and felling" correctly.
Not to encourage gossip and denunciations.
Do not be afraid to dismiss.
You can not arrange public disassembly.
To settle conflict, one should not take someone's side, at least apparently.
This leader must be happy when his subordinates not only with the songs all together go to the Saturday, but also require him all together do not dismiss the grandfather-veteran grandfather.

If such a team succeeds in raising, the leader will lean to whom in a difficult moment.

When making a job, find outAs much as possible about their professional duties, salary, premiums, rules of behavior in the team, mode of work, clothing form, etc. This information will be removed from disappointment, offended, first conflicts and will prompt what to do if they arise.
Remember, the team does not require Walking with everyone in the leg, but also to get out of the flock will not allow. You can not allow smoking indoors where all other non-smoking. Do not annoy the team of your extravagance. Believe me, there are all such, but know how to observe the measure.
Do not quarrel, and arg. It's great when the incomprehension of opinions does not lead to a fight, but to compromise. Never discuss the appearance and nature of the opponent, if we are talking about the accounting report.

How to behave to avoid service disputes

All listed in the previous section here should be repeated. But you can and add different situations.

Gossip

Very often conflicts arise due to gossip and rumors. The more you are closed, the less information about you is available at the collective, the more your colleagues will advise, think about your personal life. So the man is arranged - everything unknown it excites him and intrigues.

It's easy to fight with it. Tell all about yourself. On printed already text writing not interesting. You will stop being a "clean sheet", which can be filled with any doodles. Gossip revels themselves.

Envy

This feeling is not overpowing anything. There are people who can envy anything. Even your 6 fingers on your hand. Try talking to souls and tell how it is inconvenient when 6 fingers on hand. Or just ignore the negative promise, counting: it is jealous, it means that there is something.

It is necessary to behave honestly, worthy and never leave from official disputes. Avoid quarrels! Remember that everyone who in the quarrel insults you can discourage (even to win) your calm smile "And I love you."

Video: conflict at work

Being a boss - it means to have a special status in my team. What to say, the position is more responsible, requiring greater returns and moral forces. Not even the smallest team is not allowed to control the smallest team. Collect people with different interests, life problems and personal data into a single team - Is it not art?! Undoubtedly, much in the difficult work of the superior person can deserve approval and even admire, however, the privileges of such a person are not as an example. There is no subordinate to which there was nothing to say about his boss.

Well, if a person found a common language with his head and work in his team brings if not pleasure, then at least not tension and fear. And what if from the very beginning your boss "has a tooth on you" or have you faced with a rarity with an unreasted character? If in the next attack of rage you listen to yourself and the world around the world so much that the forces does not even remain on weak resistance. Definitely, it's time to say your sharp "stop"!

So, those lucky who had the opportunity to create an excellent microclimate in their labor relations can be only to say in a farewell to "keep it!" If you are under the oppression of your boss - it's time to act.

As a rule, self-sufficient and self-confident person does not even have thoughts to allow an offensive attitude towards himself. It does not matter to which social level you feel, no matter what your education is and what position you occupy, you are, above all, a person and have the right to respect. This should be a life credo of everyone! If from nature you are a mild and non-conflict person or simply not confident, it's time to learn how to show stiffness in critical situations for you. You can stay a soft and vulnerable circle of the closest. In the business sphere it is better to keep the "face".

No matter how much you have paid, your own price does not have. Today you insulted the boss, and tomorrow there will be a more daring colleague, who also wants to "drive" weak. Therefore, the rule number one: not to show your weakness! Showing how we are vouched, temperamental people, more hot leads to a rather mixed feeling: pity and ... to understand that experience can be repeated. For any insults and screams, you do not have to answer tears. The rudeness also does not make sense. Rather, you must find inner freedom and strength that, no doubt, will feel your opponent.

To do this, it would not be bad from the soul to get angry internally, and aloud calmly, but to say firmly that such a tone (words) you do not be patient. It would be nice to sober a person with rather sharp and cold phrases. It seems: "... maybe you forgot that you are not at home, so let me remind you that the tone you can listen to yourself with me, I do not accept. Sorry, I have to stop this dialogue. Please express your claims in a different form, and now goodbye! " Any answer will be consolidated, but you must show your phrase that you don't just prohibit a person in a similar way in this second, and at any other moment when it takes it.

If the tirades of your boss are associated with its temperament. You know that he will quickly start and also flies quickly, then you can recommend, just to build the wall between you and the leader at this moment. You can get out of the cabinet, not allowing the opportunity to finish, put the phone, in case the op is coming from there, and all this without any comments. We assure the act, on such a psychotic man, you can work much more efficiently. Later, when the head comes to himself, you can explain that you won't want to listen to someone's cries.

It often happens, so that the subordinate, feeling a victim a little, whether it does not "savor" each phrase that brings him pain and insult. Then all this will be copied and forms a hatred of hate to the higher. We do not argue, no one should feel a pleasant to a person from whom he feels negative. However, hatred eats from the inside and should not grow it in himself. If you have repeatedly disappeared, you should be simply capable of ignore. At the moments of flashes, it is important to turn off your consciousness. Do not prove anything to a person in a rage, if you are not ready to repulse, which is capable of stopping. Wait for the moment you will be heard, and told you to say well what I would like to answer. Do not be afraid that it will be late, but it will be more efficient.

It may seem repetition, but it is important to choose the role of the victim, but the role of a more sensible person. It is worth making yourself to produce claws to insult. Do not be offended, do not suffer, but angry and perplexed. You are not a sacrifice, but a person who is trying to remake, vuln. This is unacceptable! Your internal content should shout not: "How does it hurt me where to hide?", And then: "How did he dare?! This should not be repeated! " Internally, you must reconfigure yourself to dissatisfaction.

A person who takes the post, above rank. Raising your voice, he cannot understand that whatever strong personality you are, in this situation you are not equal. Therefore, the intelligent chief, as a rule, does not occur to seek something cry. In the end, if you are wrong, allowed a fatal mistake in the work or really committed an unacceptable guidance, thereby bringing damage, your boss has a fairly large toolkit in order to show how wrong you are right.

There is a general order that concerns all employees. Nothing personal here can be. If the conflict takes place - to quit, hide behind the hospital sheet is not the best way out. Perhaps it is necessary to undergo the situation and won your little victory. If you know that there is no guilt in the current situation, then you need to calmly and concisely explain your non-involvement in the situation. Well, if you can convey it in the form of a logical chain, so that at the end of the conversation, the leader himself could sum up.

It should also be borne in mind that there is a special category of people who are far from undergrining a person for strength. As a rule, such people will fully exit weak, and finally calm down when you understand that you are a "strong" nut. Respect for such people you can call only straightness, instant relentment and somewhere even kept. Silence is unacceptable here.

In a word, in whatever situation, you have a difficult struggle, first of all with you and your emotions. Remember - the cold mind is better than hot head! Evaluate the situation, study the person, overwhelming you, and maybe you yourself will find the way to get rid. If you understand that the person who got to you in the bosses will not, think about whether your precious time is worth spending on the struggle for healthy communication with those who may be bad even with himself!

Neutralize!

Conflict awareness:the first and main stage of neutralization. Learn to rationally assess the situation. At that moment, when you realize that it is a conflict that is brewing, in no case will not connect the emotions, go from the attack line. If the situation allows, go out for some time out of the room, even if you are in the office of the boss. If it allows etiquette, you can quietly add: "Sorry, I'm not talking in such a tone" or "Talk when you calm down, sorry." Going along the corridor, if there is an opportunity, with cold water - to neutralize the aggression inside itself, at least for a couple of minutes switching to a number of distracted physical actions.

Template rupture: eif the colleague or the head manicts the aggression towards you, use the simple manipulation of sensory switching. "Randomly" dawn handle, cough, you can say something completely distracted, for example: "We have so stuffing in the room ..." So aggression does not reach the goal.
Agree and ... Attack questions! This is one of the ways to break the conflict template, when the charges, and, alas, are not blitish, are filled in your address. Agree on all articles (here it is important not to replay and control your emotions). And then ... ask for help. Speak: "It's hard for me, because ...", "I am very worried, tell me what I need to fix", "Give advice", etc. Ask clarifying open questions that require a detailed answer - they save the situation.
Communication works wonders. A person for one reason or another is configured against you? We advise him on working issues, calling for his competence, professionalism (look for all its strengths). It is quite possible, quite soon the incident will be exhausted.
Sniper technique:take a view that I did not hear and indifferent aspects. Use B.the case if someone from my colleagues deliberately provokes and frankly hurts with some phrases. As a rule, man begins to get lost. Speak: "You see, you can not even clearly formulate claims, explain. When you have words, then we'll talk to a tet."
Time to drink tea! Really,many conflicts really can be reduced to not with the help of a conversation for a cup of tea. With a colleague, which, in your opinion, nourishes your hostility, best to talk perfoiting and ask a number of questions. For example: "What annoys you in me? Voice? Talking? Wear? Weight? Let'swe'll figure it out. So the conflict is translated into a constructive channel and, according to psychologists, is the most civilized way of behavior. In that situation, if we feel that we have dislike, it is useful to find a convenient point and talk to souls. Most often so conflicts are completely It is exhausted, and in some cases we also learn to analyze your mistakes.

Bey enemy is his own weapon.You can explode in response and win the victory. But the result will be one: instead of neutralization - a chronic protracted war: you can hardly spend time and strength at this time. They can be sent to the resolution of the conflict.

Do not provoke and warn!

It is no secret that often we yourself are to blame in conflicts. For example, you did not have time to pass an important report on time. In this case, it is best to approach the boss at the beginning of the day and say: "I understand that a conflict may occur, but this situation has occurred." And explain the reasons.

Such rhetoric may warn the beginning of the "War". Since the reason for each conflict is a incident or irritating factor, try to figure out what is happening, and in any situations (whether it is a relationship with management, "ordinary" employees or subordinates) to adhere to the Gold Rules of Conflictology "I-Approval".

Instead of accuse, pass your feelings. For example, say: "I feel discomfort" instead of: "You make a fire for me, you interfere with me, you are gossiping, etc."
If this is a clarification of relationships, say: "I worry, I'm difficult," "I feel discomfort", "I want to understand the situation", "I want to know."
It is very important to adjust the experience of a person who initiates the conflict. If this is a boss, pronounce phrases: "Yes, I understand you," "This is a common problem," "Yes, I also frustrate me," "Yes, unfortunately, this is a mistake, I think so too."

It is extremely important to listen to the ability to listen and put yourself in a person's place, hear not so much that he says, and think why he says that way.

In a situation, the head of the subordinate to the rational level of human communication can be withdrawn by clarifying issues. This should be done if you are too quitty.

You are undeservedly accused of being a bad worker? Confidently proceed to the attack by questions: "If I am a bad worker, why do you now tell me about it?", "Why am I a bad worker, explain to me."

You are told that you did not work hard - ask what you didn't do, clarify: "What exactly I didn't do, I want to figure out, I ask you to answer me." Remember that he controls the conflict to the one who asks questions.

We complement the image

Remember the main thing: in any conflict situation you should emit calm. This will help you:

confident intonation; Avoiding a note of arrogance and irritation in a voice - such an intonation by itself conflict. With those colleagues with whom you do not support friendly relationships for one or another, choose a neutral remote communication method and a cold tone without a false impaired (and without a challenge);
moderate speech rate and low voice grades are most pleasant to hearing. In the event that you speak with a person who does not nourish the sympathy in relation to you, make an adjustment under his intonation and a call manner - this has and neutralizes the desire to conflict;
a look into the inter-corner zone in a conflict situation discourages the "attacker". Such optical focusing suppresses aggression;
the straight line (but not intense) the back always configures on a positive way, gives confidence. Psychologists suggest that direct posture increases self-esteem!

... It is no secret that the conflict can be provoked by behavior, manner to speak, dress, lifestyle - the list can be continued to infinity. It all depends on the worldview, education of a person, its tastes, life attitudes and ... internal problems.

In addition, there are words and topics that are able to ignite chronic conflict: politics, social status, religion, nationality, even age ... Try not to affect the "sharp" topics on a gracious conflict soil. For example, in the society of women with problems in personal life, it is desirable to boast a smaller smaller ...

List of warning You can make it myself, carefully adding the atmosphere in the team. By the way, if you hear sharp phrases in relation to yourself, throwing emotions to the side will not be connected to the energy of the aggressor - they simply ignore it.

Do you hear frank rudeness? Go or neutralize, breaking the pattern.

Criticism in the case? Join, say the words of support, if the situation allows, go to complimentaryness.

Excessive quirks? Go to the attack by clarifying issues.

But the most important thing is to seek inner calm. And of course, never let yourself pull yourself into "friendship against someone." Demonstrate confidence, increase self-esteem, work on yourself - and you will be able to neutralize any aimed negative. And, moreover, you can receive daily pleasure from your work!

Read at Dome

Anatoly Nekrasov "Egregors"
Eric Bern "Games in which people play"
Victor Shainov "Conflicts in our life and their resolution"
Valentina Sergehechva "Wonderful karate. Strategy and tactics of communication"
Lilian Glass "verbal self-defense step by step"

Photo in the text: Depositphotos.com

Professional conflicts - inevitable evil. We have to defend our point of view, to indicate others on their mistakes, to achieve their time in the conditions of lack of time or resources. Sometimes it is difficult and even painfully, especially if not all conflict participants are ready to observe labor ethics.

In the working environment, confrontation is part of the production process, and most often local clashes pass quickly and quite correctly: both sides understand their role and focus on the result. As a result, labor conflicts already contain a grain of a compromise that you just need to find. But sometimes we have to face those who "playing dirty" using the methods of the household scandal in the work situation: the transition to individuals, veiled or direct insults and the substitution of concepts. Does everything to turn a constructive conversation into a domestic svar. What are the reasons for this kind of conflict?

What defends the aggressor

"A person who commenced conflict communication, as a rule, has already experienced a sense of humiliation," says the psychologist Anatoly Dosness. Such a feeling, unfortunately, experienced almost everyone, but for some people the experience of humiliation turns out to be destructive. For example, if it is received in childhood, from people meaningful for a child.

"Such people," continues Anatoly Dosness, is suspicious and the desire to constantly control their surroundings. Their goal is to prevent the repetition of the humiliation of their personality. " Unfortunately, it is manifested as a hatching and a tendency to see the attack where it is not. When it comes to such a person with working proposals, he can take them for trying to remove him as a person and professional.

There is a conflict, but not interests, but ideas about the situation. While one of the participants in the production conflict believes that it is about working moments that need to be discussed and moving on, the other believes that his honor and dignity in danger, and therefore it is necessary to defend them immediately. Huming someone else's dignity.

The purpose of the aggressor is to hurt, find a sensitive string of the interlocutor

Gender stereotypes are running ("Women don't understand anything"), insults on the basis of age ("Young else to indicate"), hints for incompetence ("ponabral on the announcement") or someone's protection ("Daddy attached"). It can be straight and rude or veiled, but this is no less insulting. For the aggressor, there are no forbidden topics, and sooner or later he achieves his own: taped a sensitive string, finally drags his interlocutor from a working situation into a household conflict.

It is worth answering an insult to an insult or even just to show that the words of you are treated, and the aggressor can celebrate the victory: a working topic is forgotten, the result is not achieved, but the nerves and humans are dignified.

There is only one way to get out of such a situation with honor: not to enter it. However, it is not about avoiding confrontation. The path to the decision of a professional conflict - in a consistent desire to keep the situation within the working negotiations. Let the other try to offend you or hurt you, you must achieve the result, and only it matters. First of all, for this you need to keep yourself in your hands.

How to avoid conflict

"If you have lost control of yourself - you lost everything," says Psychologist Robert Bikel from Toronto University. - Manipulative behavior is directed to call you an emotional reaction, make you behave aggressively or, on the contrary, to defend yourself. If we lose our composure, we do exactly what the manipulators want from us. And losing, because we enter the game, to win in which it is impossible. Self-control is obligatory, and it is precisely control of behavior. You can get angry or upset if your choice, but you need to follow your behavior. "

Dr. Bikel offers a few simple rules, following which polite, educated, socialized person can get out the winner of the labor conflict with an aggressive manipulator.

Do not hurry to respond. Before entering the conflict at work, think about how to deal with the situation, experiencing and causing at least unpleasant emotions. Only then act.

Yes, it means that you must take care not only about your feelings, but also about the feelings of your interlocutor. Remember that he is a man, even if he behaves inappropriate. That he can also hurt. Moreover, it hurts him right now, and let them not exacerbate his suffering in your authority.

Pay attention to the speed and volume of your speech.An excited person is inclined to speak faster and louder, forcing the interlocutor to also raise his voice. The faster it is, the less thought in it and the higher the probability that something irreparable will be said. Do not hurry. Weigh your words.

If possible, take a timeout.This does not mean that you need to evade the conflict, rather - to postpone it. If you see that your opponent boils from negative emotions, invite him to transfer the conversation. "I'm not ready to talk to you about it now. Let's appoint a meeting for tomorrow. " So you will get the time to prepare, and your opponent is to cool the time. In addition, since the conflict occurs in the team and in front of colleagues, perhaps one of them uses its influence to calm the aggressor.

Do not risk. Sometimes it seems to us that in one reason, for example, a good joke or especially a murdering argument - you can put an end to confrontation. But the fact that it works so well in the Sitkoms is extremely rarely working in life. Be correct and do not try to finish everything in one fell.

Focus on the result. We get what focused on. If someone behaves aggressively and provokes you to conflict, you can concentrate on insults, and then there will be only more. And you can translate a conversation into a constructive channel, leaving provocations and insults for the scenes. And this leads us to the main recommendation.

Words that will help in confrontation

"Yes". Even the arguments against need to be started with the words "yes" - a person tend to calm down when they agree with him.
"We". Not "we are against you", and "We are with you." Try to include yourself and another member of the conflict in one social group: people are easier to face representatives of "their tribe".
"I understand that you are upset" - in response to all attempts to insult you. So you simultaneously reject insult and give for forgiveness for him.
"It's really not easy" and other phrases that will show: you realize that your enemy lives hopelessly, but the situation requires additional effort.
"I heard you / a" - almost forbidden reception. Use only if negative argument went in a circle, and the circle is the third.
"Let's both take a timeout and meet in an hour (in three, Tom tomorrow at ten)" - if you understand that the interlocutor under the onslaught of emotions has lost contact with reality.

Lack of "bait." "Primanka" are words that do not have a different goal, except for how to make you lose self-control, control over yourself and over the course of the conversation. Coming out of himself, you give the reins of the board in the hands of a person who is not inclined to blast your interests. All curses, all insults, all sexist, racist comments The essence of "bait", designed to distract us from the essence of the working conflict. The answer to them is simple: "I understand that you are upset, but the work should be done."

Do not give in. Do not respond to the blow. Do not apply the form that you generally noticed this blow. All you need is to bend your line.

Yes. This is hard. The person who is now trying to hurt you may be cruel. But only you decide whether his attempts are crowned with success. Just to decide whether you really hurt. By the way, the pain subsides, as soon as you achieve your own: for example, promises to perform work to the environment, provide technical support or give financing. The result is an amazing leakage for the soul wound, and only he, by and large it matters. Of course, if it comes to work, not about love.

Today we will concern a serious problem - this conflicts at work. Perhaps you ask why this is a serious problem? I will try to answer you ... Firstly, the frequent occurrence of conflicts at work affects the well-being, mood and psycho-physiological state of a person. Any conflict between people has a negative impact on opponents, while the strength of the destructive impact directly depends on the strength of the conflict. Secondly, in the event of a conflict situation, a person loses its usual level of performance. Most often, the employee covers feelings and thoughts associated with the conflict. At the same time, a period of decline in human performance under the influence of this factor depends on those individually psychological qualities that a person possesses. Thus, the emergence of conflicts in the team can be a serious problem for the employer and employees themselves.

In this article, we will look at the reasons for the formation of conflict situations in the workplace and the ways of regulating such conflicts. In the previous article, we studied what conflict is and what are the options for the behavior of people in the event of contradictions. Therefore, here we will not concern these questions.

The first and most important thing is that it is necessary to know to resolve conflict situations - the causes of their occurrence. Understanding the source of the conflict, you can find the right approach to resolving contradictions.

What are the reasons for conflicts at work:

Psychological incompatibility of people forced to work with each other. For example, if one of the workers performing the joint work of a choleric (more active type), and the second melancholic (slow), then it is likely that a conflict situation may arise between these people.
Incorrect distribution of labor duties. Each employee has its own circle of official duties, however, there are such situations where the employee of various tricks shifts from his shoulders on the shoulders of another function, for which they pay a salary. It is clear that no one wants to fulfill more work for the same money, so the conflict arises.
Interpersonal relationships in the team. This reason can be attributed to both the relationship between the two employees and the current psychological climate in the team, while the latter has the greatest impact on the development of the conflict. That is, when personal dislike arose between two employees, it is safe to say that there will be a conflict. However, the conflict situation can acquire a big scale if a negative attitude towards the employee will be supported by all or part of the team. Support for a particular member of the conflict by members of the team attaches confidence to such an employee and pursues further aggressive actions towards the opponent. At the same time, the cohesive team is capable of affecting the conflict participants, it is faster to resolve the situation.
Misunderstanding each other. Quite often, conflicts arise on the basis of misunderstanding. Communicating with each other, we do not always listen to our interlocutor, more often interrupt it, not allowing the opportunity to express our thought. However, such a manner of communication is invalid, interacting with people, it is necessary to show respect for each other. The misunderstanding may also arise in connection with speech barriers: communication of workers in different languages, both in direct and figurative sense. It happens that the professor who educated will not be able to convey its thought to a simple worker, because They have a different culture of communication and verbal stock.

We reviewed the main reasons for the occurrence of a conflict situation at work. However, this does not give us the question: how to solve conflict in the team? As we said, the team itself can affect the resolution of the conflict, individual members of the team and the leader. So, a person occupying a certain guideline is able to have the greatest influence on the participants of the conflict. This is due to the fact that the bosses in most cases have a certain social situation and has authority from workers. At the same time, the head is interested in a positive resolution of the conflict, because Otherwise, this situation will influence the performance of the entire team.

Consider what techniques offers A. B. Dobrovich to resolve conflict by the head:

The employer in turn invites conflicting parties for a conversation, the entrance of which is trying to establish the causes of the collision, clarifies the facts and makes decisions about the conflict.
The head proposes opponents to express claims presented to each other at the general meeting of the whole team. The decision to resolve the conflict is made on the basis of the view of the meeting participants.
If, despite the actions taken, the conflict does not subside, the head can resort to sanctions against opponents (from comments before administrative penalties).
If the conflicting parties cannot agree, the actions aimed at reducing the communication of the conflict participants are being taken.

It is worth noting that the above-mentioned direct ways of settlement conflict at work are not the only one. The most effective in resolving conflict situations are indirect principles Repayment of the conflict, this will be discussed in the following articles. Therefore, if you wonder how you can influence the conflict participants, subscribe to our articles.

In conclusion, I want to note that when choosing a way to resolve the conflict at work, it is worth considering the causes of the contradictions that served. Understanding that the man moves easily to change his trajectory of his movement!

If you are close to conflict theme, leave your opinion on the article in the comments or put the huskies.)))

I will be immensely grateful!

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