Conflict at Work

Conflict at Work:

当我被要求进入一个组织并帮助人们谈话时，我经常要求修复这样的事情：

“那两个只是不能相处。”

"Would you see if you can help them get past their differences with one another?"

“他们似乎并不是很好的沟通者。”

"One of our senior teams is in a real rut since a new VP came on board nine months ago."

“我不认为他们喜欢他，他们表现出来。”

"We could really use some clearing the air."

"We're trying to move the organisation forward and we've got a few people who aren't good with change.2

"Can you help move them forward?"

我问,从本质上讲,解决人.

And it's rarely the flawed human that's the real problem.

冲突研究

Conflict research reveals that the roots of unhealthy workplace conflict and increased organisational costs come most often from these systemic causes:

缺乏信息

即使使用电子邮件，通讯，报告和员工和公司会议，也会因缺乏有效使用而缺乏信息或知识而产生的冲突。

It no longer surprises me how frequently in workplace mediations I hear the phrase, Why didn’t anybody give me that information before now?

技能赤字

Most of us were didn’t learn the Fourth R in school. We learnt reading, writing and arithmetic, but were not formally educated in relationships.

建立关系技能，例如与有效的谈判，人际关系交流和协作问题的那些提高员工在变得破坏之前导航冲突的能力。

Ineffective Organisational Systems

System problems can, and often do, masquerade as interpersonal conflicts.

As I work with parties to peel back the layers of a conflict, it’s not uncommon to uncover ways the organisations' systems are pressing upon one or more of the individuals involved and directly influencing their behaviour.

在公开冲突开始之前，这些系统问题可能是不可见的。

Ineffective Conflict Management Systems

The informal system of organisational culture (as in the ways employees and leaders show through word and action that this is how we deal with conflict here) and formal intervention systems can have a profound influence on whether or not conflict unfolds in a healthy or destructive way.

在组织领导者中的相互冲突技巧差观往往意味着整个系统中的冲突差。

Misuse of ADR

While the increasing commitment to Alternative Dispute Resolution (ADR) in organisations is a positive step, it's often used too late in a conflict, confuses mediation and arbitration, or imposes a process unhelpfully on an unwitting or ill-informed employee.

即使在非常小的组织中，也有效的冲突解决系统，为早期和建设性地识别和解决冲突的机会。

Effective processes should emphasise talking things out effectively early in the dispute, the use of mediation before grievances or litigation harden positions further, conflict resolution coaching for and by educated managers, and training that supports real behaviour change.

这篇文章由Tammy Lenski贡献