Workplace Conflict Management – Intra Management disputes and Intra Employee disputes
An employer’s focus is on running an effective and profitable business. Disputes and conflicts are an unwanted distraction that can seriously inhibit business performance and outcomes.
CDMC offers a service that aims to quickly and effectively contain and deescalate disputes and manage them in a way that minimises disruption to normal business activity.
What types of conflict do CDMC cover?
There are two types of conflicts in the workplace – Functional and Dysfunctional.
These are generally constructive and assist the organisation to continuously develop and improve the performance of the business by having robust discussions about workplace activity and direction.
In this type of conflict each party effectively listens to each other and in doing so work together to generate sound ideas for future consideration.
Obviously, no intervention is necessary.
These conflicts generally resist positive business performance and growth. Staff are generally not willing to work together to resolve any disagreements. One or other party manages the conflict as a personal issue not a business consideration to be managed effectively and with shared responsibility for resolving it.
These conflicts can present in different ways.
- Staff having differing views on a topic at the workplace – this can include business direction, recollection of historical decision making influencing current decisions, employment conditions etc.
- Personality differences in the workplace – staff attitudes and behaviours impacting on workplace activity.
- Conflict between Management and a staff member or a group of staff – this generally occurs when communication strategies have failed to meet the needs of the staff/ team.
- Workplace violence or bullying – this involved physical, verbal or other threat to a staff member impacting on their health and safety in the workplace.
If dysfunctional conflict arises it is important to clarify the Presenting Issue and to:
- Act immediately – delaying action can result in increased tensions, stress and dissatisfaction.
- Meet with the key parties to clarify the nature of the conflict/dispute – this will help you to understand the complexities and sensitivities of the situation.
- Make a decision to mediate internally or with the assistance of the CDMC Team.