Conflicts Can Become Opportunities

Conflicts can become opportunities

This in many organizations and people may seem strange, but in the workplace it is thus, the conflict can become opportunities if the subordinates or person in charge of the personnel (human resources) know how to take advantage of those small weaknesses of the personnel or the organization, and That these weaknesses can turn them into great ideas or projects, sometimes differences between one or more employees arise in matters such as a marketing proposal, projects to be carried out and do not understand the point of being able to discuss and the person or people take it as if it were something Personal, this is why conflicts in organizations arise. It is not known to listen to others and as previously mentioned it is taken personally; Like that I fall badly and therefore disagree with my proposal.

These conflicts can take great benefit, but first the personnel should be encouraged and cultivated to be able to make dialogue tables, so that debates is to be developed and thus the other party can make their defense.

With what has already been described, we can ask ourselves the question, are labor conflicts inevitable?, Well, the response would be, it should be taken into account that conflicts are part of all work since even in family personal life is presented, but they are solved and are reflected in the majorities of companies, in the same way what would happen If the conflict did not exist? Perhaps the response would be that organizations would not advance or if they would advance in a slow Every idea will be taken into account and accepting when it is not good or simply is, but it is not an essential part of which you need to project.

In the issue of labor conflicts, many doubts arise, which must be paid passively, since the answer can not be had for all and it should be clarified that conflicts are learned to develop and solve on the departure of each entity as they go arising, since they are issues that are generated suddenly, but it is not more than each organization if it has an specialized department to be able to immediately face these adversities so that it does not influence progress and can be developed agilely and thus It will not influence the staff and their labor motivation.

Causes of labor conflicts

Analysis of the facts: to blame workers denotes a management not aware of their leadership responsibilities

“Although they do not openly admit it, most managers and supervisors undisputed that the problem of labor relations is little less than insoluble. Radical dogmatism is usually observed in this regard. They do not believe that they are responsible for the situation of tension or conflict with the staff, attributing it to the special way of being of the employee or the worker, to their lack of work spirit, ambition, initiative and sense of responsibility. As everywhere, here is also the old saying: «You look at the straw in the eye of others and do not see the beam in yours.»Any unanimous coincidence, in content and form, of criticism of managers and supervisors against the personnel itself, must be considered extremely revealing of the class or nature of the management and supervision that faces”. (Pinilla, 1972 Page 17).

The 8 causes of conflict in the work environment according to Bell and Hart

According to psychologists Art Bell and Brett Hart, there are eight causes of conflicts in the workplace.  These are:

1.Resource conflict:

To be able to do our work, we all use resources that range from a sheet of paper to a meeting room or the help of a partner, however, conflicts may arise when other people within the team need the same resources. Therefore, as in charge it must be taken into account that all workers use the tools, estimating that they are used priority according to the need.

two. Styles Conflict:

We all have a different way of working that is determined by both the needs of each one and for their personality. But, if you have to share in work with people who have different styles, conflicts can arise.  This type of conflict can be prevented whether by forming a work team and assigning the different work roles, the different work styles of each person are taken into consideration.

Some professionals consider it advisable to perform personality tests such as Myers Briggs to better learn about the characteristics that can determine the work style.

3. Conflict of perceptions

As in everyday life, at work, each one sees situations from their point of view.  When the point of view of two or more people are confronted, conflicts may arise.  When this type of conflict is given in a workplace in perceptions, it is very likely that "gossip" and "territorial wars" are frequent in addition to ending affecting the general performance of the team, customers complaints can also be given.

Once again, communicate openly with the team is the most indicated, even in those cases that have to give bad news you have to do it clearly, if the necessary information is provided, the members of a team will not have the need or the temptation to make their own interpretations.

4. Conflicts in the goals:

This type of conflict occurs mainly when the principle of command unit is not respected.  If a boss tells his employees that the priority is to increase inventory rotation, a conflict can be generated if another superior says that the priority is to lower the transport costs of the sellers.

It can also happen that an employee has different assigned tasks, each of them for the achievement of an objective, and not having considered whether one objective opposes another either that employee or another.

For this reason, the goals must be very clear and if there is any conflict between them to speak openly to avoid the conflict of goals.

5. Pressure conflict

What happens if the report you have to end for noon depends on the data of the computer department, but they tell you that right now they are occupied with the generation other data required by your office partner?  Most likely, a pressure conflict will develop.

They are similar to the conflicts of goals with the difference that the pressure conflicts usually involve situations that are urgent.

6. Roles conflict

Sometimes, some employee has to carry out some task that does not correspond to their usual responsibilities, you have to be careful with these situations because it could be invading the land of another person which can generate a conflict over a struggle of power.  It can also happen that the conflict originates because whoever receives a certain task considers that it should have been made by another person.

If as a leader you have to assign a task to a person, and it is considered that it could create a conflict of roles, it is best to be very clear about the reasons why that task was assigned to that person.

7. Conflict due to differences in personal values

This type of conflict is quite complicated, since it implies the personal values ​​of someone who can be opposed to those that the company has or those who expect that employee to have in a certain circumstance.

In this case, it would be best for the leader.

8. Conflicts caused by unpredictable policies

The policies of a company must be very clear, but not only on paper, they must also be 100% understood by each of the employees.  If there is a lack of knowledge or clarity, much confusion can be generated, which in turn can cause conflicts.

In addition, with respect to policies, consistency in its application is very important. It is essential that policies are not applied in a way for an employee and in a different way for others.

When something changes within the company, communication must be clear, and everything that is necessary so that there are no doubt.  This will not only cause situations to be resolved more efficiently but conflicts will be avoided due to poorly applied or misunderstood policies.

REFERENCES

• DEL CASTILLO RUBATSCHER CARLOS. (2015, October 17). The 8 causes of conflict in the work environment according to Bell and Hart. Recovered from https: // www.Gestiopolis.com/las-8-causas-de-conflict-in-the-en-laboral-second-bell-and-hart/
• http: // www.ESCULAMANAGEMENT.EU/Personal Development/5-Teckets-Convert-Conflicts-Opportunities
• Pinilla, 1972. Human and labor relations in the company (book) of:
• https: // books.Google.co.CR/Books?id = rxsynzkp73uc & pg = pa17 & dq = topics+related+with+work+conflicts & hl = es-419 & sa = x & ved = 0ahkewjmon3mysflahus11kkhb3vba8q6aeivtah#v = onepage & q = topics%20 relactioned%20con%20con%