Description

What Conflict Management in the workplace?

It is reasonable to assume that people in a large, diverse workforce won't always agree on everything; that's just human nature.

Conflict is an unfortunate side effect, though, and while it may seem like a natural part of working together, it can potentially cause severe disruptions in productivity and company morale. That said, understanding how to manage disputes effectively is a vital soft skill for professionals to possess. When handled correctly and with respect for everyone involved, conflicts have the potential to lead to new solutions and improved relationships within the workplace. Resolving disagreements for the betterment of your business should always be the goal.

With the right tools, you can manage and resolve conflict in a successful manner. Conflict
management is all about having key skills to resolve disagreements with respect and care. When handled correctly, conflicts have the potential to yield beneficial outcomes that lead to improved relationships or services. As such, it is essential for businesses and other groups of people to cultivate conflict management strategies so they can address any disputes that arise in a productive way!

Distinct methods of dealing with conflicts include preventive measures, such as workplace and job role modifications, as well as training staff on organisational policies. Alternative dispute resolution options exist too, including informal discussions, mediation and conciliation.

About this course

• Training Provider: OHS.com.au
•  Location: Online
•  Course length: Varies average 20 minutes
•  Time: Self-paced
•  Certification / Accreditation: Certificate of Completion

Background – How to prevent conflicts in a workplace?
Conflicts can arise when there is a lack of understanding or acceptance of different backgrounds, beliefs and values. Issues may also arise due to differences in working styles and an absence of respect for how various individuals work. Likewise, misunderstandings that remain unsolved and ongoing miscommunication can cause tensions between colleagues. Furthermore, employees may come into direct conflict when resources are scarce and unequal availability of assistance is perceived among colleagues.

To effectively prevent conflict, it is important to make changes to the workplace environment, including reorganising to minimise potential issues, such as tight spaces or inadequate lighting. Additionally, roles may need to be adjusted if individuals are overstepping boundaries, and staff should be given the necessary tools, such as training and resources, to properly fulfil their job duties. To ensure that any confrontational behaviour is handled appropriately, an established policy of conflict resolution should be implemented and enforced.

Various methods of alternative dispute resolution exist, such as informal discussions, mediation and conciliation. Informal discussions can be initiated by a supervisor, or the parties in dispute, with a manager serving as an impartial facilitator. This provides an opportunity for all voices to be heard and a solution to be reached. Mediation involves a trained mediator working with the parties, encouraging dialogue and offering guidance on how to resolve the conflict. Conciliation is akin to mediation, but the conciliator is more actively involved in making a decision.

Course Outline
OHS’s Manage Conflict within a Team training course is designed to provide essential skills for resolving disputes in the workplace. The training course is based on extensive research and utilises a Win-Win Approach focusing on the three core principles of conflict resolution: Negotiation, Assertiveness and Persuasion. The comprehensive training course also covers key topics such as finding the root of issues, compromising and mediating successfully, learning how to forgive, effective anger management techniques and diffusing difficult situations quickly.

Learning Outcomes

•  Signs, stages and possible causes of conflict are identified and anticipated.
•  Factors and issues relevant to conflict are clarified.
•  Possible resolutions and/or compromises are explored using appropriate   communication techniques.

•  Responses are evaluated against workplace requirements, legislation, policies   and   procedures. Resolution strategies are developed that identify the   timeframes  involved   and the form of reporting to be used.

•  The strategy for resolution is selected to take account of social and cultural     differences   and is consistent with legislation, organisational policies   and   procedures.

•  Situations requiring assistance are identified and support is sought as required,   according to organisational policy and procedures.

•  Strategies to address conflict are implemented promptly in accordance with   legislation,  policy and procedures.

•  Records and reports are maintained in accordance with legislation, policy and   procedures.
•  Effectiveness of the resolution strategies is evaluated.
•  Resolution methodology is monitored and remedial actions are initiated as   required.
•  Lessons learnt are recorded and used to improve service delivery, organisational   policy     and procedures as required.