Resolving Conflict In The Workplace.

Recognizing the markers for workplace conflict.

Some of the questions that need to be addressed are:
What is workplace conflict?
What are the signs of conflict?
How does conflict affect the Agency, as a whole?

Workplace conflict comes in many forms and many varying degrees of severity, ranging from bullying to downright brawling. Workplace conflict usually stems from power struggle and ego. Identifying workplace conflict is not always as easy as one might think. Conflict is regularly associated with acute and isolated incidents such as outbursts, arguments, or verbal/physical altercations. Debate incurred by disagreement may be misconstrued as conflict. It is important to understand healthy debate as opposed to the debilitating nature of conflict. Two workers in disagreement will debate their views of the situation and this can be a learning process, where as in a conflict there is no debate on the part of the aggressor and the victim has to endure the abuse.

A scenario might be like this:
Aggressor: "Go out to that grate and dump that coolant."
Victim: "No way! That goes straight to the river."
Aggressor: Grabs Victim. "Do it now!"

Now turn this conflict into a debate and healthy learning process.
Senior Debater: "Pour that old coolant down that grate over there."
Junior Debater: "I can't do that. It would go straight to the river."
Senior Debater: "Really? That doesn't lead to a containment tank?"
Junior Debater: "No."
Senior Debater: "Find a proper place to dispose of that coolant."

Debate and clear thinking will always lead to a more productive Agency, whereas Conflict will always have adverse affects on productivity.

The "Because-I-said-so" attitude is a sure sign that conflict is present. Oppressive behavior and bullying are also signs of conflict. In some documented cases of workplace conflict a victim has been singled out as a person that receives harassment from co-workers as a semi-acceptable practice, creating a corrosive and oppressive atmosphere within that workplace. Most cases of violent conflict stem from this sort of practice, harassment.

Harassment, bullying and I-said-so attitudes lead to improper work ethics and zero productive communication, leading to conflict.

Identifying Characteristics Of Potential Aggressors.

Keep in mind some of these questions:
What are the warning signs?
How to identify problems?
Can these attributes be found in all of us?

Although negative labels are not a solution to potential problems, it does make it easier to identify problem behavior.
Traits to look for, in others as well as yourself:
1) Dominators: Intimidation of others in order to feel superior.
2) Attention-grabbers: Tend to fabricate stories about themselves in order to "one-up" others.
3) Nay-sayers: Tend to be negative and avoid decision-making.
4) Two-timers: Often referred to as the "suck-up". Pretending to be everyone's friend, all the while building up their selves.
5) Yes-people: Want to please everyone, and tend to bite off more than they can chew.
6) Whiners: Just as the label suggests, they complain constantly and their attitude demands an excessive amount of time and attention creating an atmosphere of defensiveness.

These labels can help identify potential problems that need attention. Some of these can be found in many people, including ourselves. A simple solution is to just make a change from these attitudes, but some attitudes have been so ingrained that making the change can be difficult and even create conflict in doing so. Thus, it is imperative that we follow some simple rules when dealing with these characteristics.

Making the Change.

What can we do to improve the attitudes of others?
Why is it imperative that we take control of the situation when it involves the attitudes of the "problem" people?
What is Strategic Thinking?

Modifying your attitude towards the conflictive attitudes of others helps put things into perspective. Always find a positive quality about other people to ease the way that you can deal with the other person more rationally.

Finding solutions to the problems may take trial and error. Keep in mind that confronting the problems may create conflict....the very thing that we are trying to avoid. Make notes of the problems and create another avenue to approach the problem.

Find a way to instill self-interest within the other person, it could be a great motivater. Help them to realize that cooperation is always better than conflict.

Always keep a good attitude. Remain optimistic and realistic. Although you may believe in your ability to deal with the situation, keep in mind that there are limits to what you can do. Know your limits and take small steps when progressing with the problem attitude. Even if your limits become frustrating, don't let it create a problem attitude within you, find humor in the absurdity of the situation, a good laugh can restore a healthy sense of perspective. Above all, remain rational, dealing with difficult situations can generate negative feelings and would be counter productive in trying to eliminate conflict.

Strategic Thinking.

Step 1: Acknowledge the problem. Identify the problem attitude.

Step 2: Once you've acknowledge the problem, analyze and define it.

Step 3: Know which direction you should proceed. State a goal to resolve the Conflict.

Step 4: Consider all of the ways to approach the particular problem.

Step 5: Once you've planned out the approach to the problem, act upon it.

Step 6: Finally, evaluate the results. Take note of improvements and remaining problems and ajust accordingly.

The reasons for egotistic abuse and conflict.

It is important to address these question in understanding the psyche of the aggressors in conflicts:
What are some of the reasons a co-worker is abusive?
Why are abusive situations often accepted as commonplace?
Who is at risk of becoming abusive?
There are a number of core reasons behind workplace conflict. Ego, insecurity, lack of knowledge and even alcohol abuse. The core traits may be subtle within the aggressor of the workplace conflicts, however, they are there. When conflict erupts those traits become obvious. Another reason for corrosive attitudes can stem from the inability to differentiate personal conflict from professional conflict. Dealing with depression or problems at home, should be addressed separately from professional interactions.
Abuse and conflict in low doses is also unacceptable, yet hazing and gerrymandering within the workplace seems to be a cause for troublesome conflict. What some would call comradery, others call harassment and can become volatile. Though constant hazing of an individual can be perceived as acceptable, because there never seems to be any observable consequences until it is too late.
Keeping your personal problems seperate from your professional problems will reduce conflict in the workplace as well has not singling out individuals for harrassment.

Preventing Workplace Conflict.

The vital question that need to be answered while preventing Conflict in the Workplace:
When should action be taken when the signs of Conflict arise?
Who can take action?
How should preventive action be taken?

Training is the number one way to prevent workplace conflict. Knowing what signs look for and what is considered conflict, will lead to prevention. Zero tolerance policies should be established by the Agency, i.e. Sexually and Racial Harassment policies. These policies should be written in a way to amplify the idea that anyone can mediate any potentially violent conflict regardless of the subordinate/supervisor relationship.
As soon as the signs of conflict are witnessed, action should be taken immediately. The offending party should be taken aside from the situation and resolve should be sought away from uninvolved workers.

In Summary.

Resolving conflict in the workplace relies deeply on the ability to recognize it and to implement a plan to deal with it. The situations that arise are as diverse as the people that create them and can even come from within ourselves. Recognizing the problems can be difficult and frustrating, but we must maintain a good attitude and even find some humor in it to maintain a healthy perspective. Train and plan for the different situations that may arise to keep abreast of the potential problems in everyday life and to raise awareness of resolving conflict in the workplace.