There is conflict and distrust in the team. Glen, the team leader, doesn't think the team members are working enough. The team members, on the other hand, don't think Glen trusts them to do their jobs. You want to resolve this conflict and make sure it doesn't happen again-<u>This can be achieved by using Conflict Management technique</u>
Explanation:
<u>Conflict in the workplace is inevitable and is a painful reality and is the major reason for poor productivity and frustration among the employees.If conflict is managed in a proper way it can lead to increase in employees productivity.The strategist that can be used are:-</u>
<u>1) Understand the situation.
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Understanding/listening both the side of the story before resolving the conflict is very important
<u>2) Acknowledge the problem.
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Acknowledging the frustration and concerns of the employees is an important step in resolving the conflict.
what might seems to be a small problem to an employee may be a big problem for another person
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3)Be patient while making decision.
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Information evaluation require time.Do not take any decision related to conflict management quickly,try to understand and resolve the situation.
<u>4)Avoid using coercion and intimidation.
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Emotional outbursts or coercing people may stop the problem temporarily, but do not fool yourself into thinking it is a long-term solution. Odds are the problem will resurface. At that point not only will you have the initial problem to deal with, but also the angry feelings that have festered below the surface during the interim.
<u>5) Focus on the problem, not the individual.
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Most people are known to be a “problematic individual” during their work but one must avoid their own pre-conceived notion or attitude about individuals and should focus on problem resolution.
<u>6) Establish guidelines.
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setting guidelines before the meeting
<u>7) Keep the communication open.
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Allow both the parties to keep their points on the conflict and then try to identify the real cause of conflict.
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8. Act decisively.
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Communicating to all the parties involved, and reviewed all the circumstances, and then take your decision and act. Don’t leave the issue in limbo.
