Great Dispute Resolution Guides

It's inevitable that conflicts develop at work. Different points of view, clashing personalities, cultural differences, etc. all can contribute to creating conflict. When conflicts arise at work, it is worthwhile for both leaders and members of the organization to have an adult attitude and try and resolve the conflict as soon as possible. Adapting a conflict resolution policy can provide the framework for positive conflict resolution in the organization.

When folks come to work for an organization, they quit some of their individuality as a way to support the common good of the organization in which they work. It entails some sacrifice of self-interests and additionally, it requires self-control. That contribution helps produce the services of the organization that, in turn, produces the paychecks.

When conflict occurs at the place of work it can in fact add value if it really is processed positively. Along the way of working through the conflict, new ideas and approaches may be discovered as well as the end result can be positive.

The dynamic of a conflict in an organization is bipolar. On the one pole will be the individual's position and also on the other pole will be the common good of the organization. Obviously, the strength and energy tending toward either of the poles must be discerned in order to work by way of a resolution of the conflict. Based on how it's handled, the quality conflict resolution can produce productive, detrimental or mixed outcomes.

When an organization has a positive conflict resolution process, it will help those involved to increase above the emotion and hard feelings that may result when conflict exists over a period of time. Those linked to the conflict can engage in a significantly more positive approach once all parties agree the conflict exists and set about doing something positive to resolve it. The goal of positive conflict resolution is to first accept the truth there is a conflict, and after that develop effective strategies to resolve it.

How can the organization develop a simple working plan that will be implemented whenever conflict arises? Below are a few steps to include within the plan:

Recognize the conflict exists and define the factors leading to the conflict.

Analyze the position of each of the parties linked to the conflict. Be specific about the "must haves" and "nice to haves" if the conflict is to be resolved.

Depending on the analysis, engage in brainstorming resolutions. Attempt to aim for a win-win situation where all of the parties involved get the most critical thing they're seeking. Remember the poles of the person position on one hand and the common good on the other. Attempt to find balance where all parties get satisfaction within the resolution.

Agree on a resolution and agree to employ it for a particular time period to be certain the resolution is positive and working for those involved.

Follow-up. Don't presume the resolution worked. After the specific time frame of implementation has passed, the parties involved should meet and review how the resolution has been implemented and whether it is working.

It really is very helpful should the organization can use someone not directly involved with the conflict to facilitate the resolution process. This person would not take sides but would act as coordinator of the steps of the process. Writing down the discussion of each of the steps on a flip chart or white board helps keep focus on a "central place" where the steps of the process are acted on, discussed and a resolution will be developed.