In any organization, an employee comes across different people. From different backgrounds, working together may not be as cohesive as it should be. To ensure that tasks are completed and overall efficiency is not compromised, organizations tend to hire employees that have participated in conflict resolution training in their previous job roles. These employees become valuable assets to the organization as they help in preventing conflicts and in identifying problem areas that need to be prioritized.
Why do organizations need it?
Conflict resolution training is applicable to all facets of life. Whether it’s a classroom, government office and in fact even in families where sibling rivalry are rampant , conflict resolution training will help tackle the dilemma and resolve them. However in business studies and organizations, conflict resolution was considered strictly part of the job for managers and supervisors.
But with influx of modern technologies that have removed conventional barriers of communications, employees sitting apart or even family members at home can talk and interact with their colleagues easily with messengers, social media and emails. This reflects that managers cannot have a complete overview of their employees all the time. Now, this is where the significance of conflict resolution comes in. This will ensure that any conflicts that may arise between and among them will be effectively tackled and resolved quickly.
What causes conflicts?
When it comes to conflicts among people, there are various reasons that have been identified. Stress is considered the foremost reason why employees tend to have conflicts. Tensions arising from strict deadlines, considerable workloads and lack of understanding regarding the job may result in conflicts. In these situations, it is imperative that the human resource department intervenes to assist the employees and help them in resolving their stress-related issues.
Communication breakdown is another reason that has been regularly attributed to conflicts. Communication between departments, managers and employees if not executed properly can cause confusion, repetition of work and tedious mistakes. These lead employees to complain and eventually cause possible misunderstandings.
Furthermore, if accountability is ignored in workplaces, possible conflicts may arise too. Without proper check and balances, no reward for ownership and repetitive task lapses, grievances among the workforce are likely to happen. These grievances can turn into conflicts that would result in resignations, demoralization and even workforce strike
An organization that takes notice of small things that result in conflicts not only ensures that its workforce performs task well, but also negates any chance of fights among management and employees. To assure that conflicts don’t arise, an organization should take the following measures:
· Ensure regularly that the HR team meets with employees, listen to their concerns and resolve them promptly.
· Make sure that organizational rules are equal for everyone. No one is allowed to ignore the rules.
· Lastly HR should see to it that every employee’s job role is complementing their skills and no one is doing work beyond their capacities. This will reflect that no employee is overworked and that each one is motivated towards accomplishing their tasks.