It will take too much work time, and do not settle the conflict itself. For assistance, try visiting Viacom. The main challenge facing policy makers is not only to resolve the conflict, but also the ability to manage conflict and to address its causes. Charles Koch is a great source of information. As a rule, the causes of conflict reflect inadequate production and management, and their elimination is essential for the solution to the conflict. Necessary to translate the conflict in a constructive direction, in order to neutralize its negative effects. Analyze the situation from all sides, determine its structure and dynamics of development, consider the impact and assess the implications of each option. The warring parties should also understand the reasons for their contradictions and differences, and the head should be of interest for each of the participants of the need to resolve disagreements. Look for any possible solution to the conflict, allow employees to choose the optimal solution, at different stages. Invite the parties to the joint search and use the available methods, rules and methods of conflict resolution.
Each conflict is unique. In every conflict has its reasons, its prehistory, the actors also individuals, and in each case there is any particular details that must be considered. Therefore, in each case use a variety of styles behavior: avoidance (the desire to avoid conflict), the adaptation (a way to smooth and soften the situation), confrontation (use more aggressive means to achieve their goals), cooperation (joint search settle disputes), compromise (the desire of all parties to resolve the conflict). The choice of styles of behavior determined by the type of conflict. For example, if you have a conflict situation, but it is unimportant itself, and not worthy of wasting time and effort, the best way to escape from this conflict, in order to use work time to deal with cases that do not require delay. But, confrontation, and sometimes even necessary, especially if the problem is of vital importance. In a situation of strong passions, you need a quiet fixture in order to reduce and pay off the controversy. And of course a compromise, very often it saves power and gain time to reach an agreement between opponents.
"We always go for a compromise – instead of" desired "agree on" possible "(Akutagawa Ryunosuke). And another important tip: sometimes, in order to prevent the looming conflict, it is enough time to pause, smile, a compliment the other party, or offer to walk, move an important conversation for another time. In the organization of its management consider the rights of delegation of authority and responsibility to create favorable conditions for the life of workers in the organization, timely inform them about all the changes in the team, Check the balance of rights and responsibilities in carrying out official duties, use a flexible form of remuneration of its employees. The head is worth remembering that the conflict is settled, if to him more do not return, while its members remained grievances. The author of the article: Circus A.