To most employers, conflict between employees is a daily issue. Whether its co-workers arguing over gossip, managers dealing with the same employee repeatedly, or the overall workplace culture, Compliance Training Group’s conflict resolution training for employees can help resolve and prevent most workplace conflicts.
Conflict management training enables employees and supervisors to actively resolve workplace conflict issues and identify effective ways to communicate and actively listen.
Conflict Resolution in the Workplace Training
- Content: Conflict Resolution
- Version: Supervisor & Employee
- Course Length: 1 Hour
- Languages Available: English
- Price: $19.99 (single user e-learning enrollment)
What is Conflict Resolution Training?
Proactive communication is the key to resolving and preventing conflict. In a diverse work force, the ability to resolve conflict in a timely and effective manner can prevent escalation and increase productivity. Compliance Training Group’s Workplace Conflict Resolution Training aids employees in identifying the most common causes of conflict at your organization, provides techniques for managing workplace conflict, and identifies the negative effects of unresolved conflict so employees understand the importance of immediately resolving their problems with co-workers and management.
Our 1-hour conflict resolution course for employees and supervisors includes:
- Effective vs. Ineffective ways of resolving conflict
- What barriers exist in resolving conflict?
- The origin of conflict and what triggers a conflict
- Developing new ways of resolving conflict
- Quizzes & final test
Learning Objectives - Conflict Resolution
- Identify the causes of conflict in your organization
- Identify your organization’s common responses to conflict
- Discuss different styles and approaches to conflict resolution
- Discuss how to create an environment for open, honest dialogue during conflict resolution
- Discuss how to respond to anger in the workplace and how to manage your own anger
- Identify the best practices for effective communication and active listening during conflict resolution
What is Conflict Resolution?
Conflict resolution is a way for two or more parties to find a resolution to a disagreement. The disagreement may be personal or work-related. When conflict occurs, the best course of action is facing the issue directly and working to resolve the disagreement.
How does Conflict Resolution Affect Employers?
Conflicts arise constantly in the workplace, and the inability to come to a resolution can often times lead to violence in the workplace with devastating results. In recent years our society has become hyper-vigilant with respect to national origin, creed, gender, and religious affiliation. Whether you feel PC culture is a good thing or a bad thing, remember that employees have their own cultural preferences and may come into conflict with their co-workers as a result. The workplace is not immune to the conflicts that arise from diversity. When left unchecked, these conflicts can escalate into violence.
There were 392 workplace homicides in 2020. There were also 37,060 nonfatal injuries in the workplace resulting from an intentional injury by another person.
Data: Indicators of Workplace Violence, Bureau of Justice Statistics
Diversity and Protected Classes
Consider the following: There are numerous laws in in the U.S. that protect specific classes of people. In some instances, these laws grant rights and privileges to these protected classes only. Employees who are within a protected may feel that they are not given enough opportunities or that the laws are not being followed. Employees who are not within a protected class may feel that they are not treated equally.
For example:
- The Civil Rights Act of 1966 prohibits discrimination based on race.
- The Immigration Reform and Control Act of 1986 prohibits discrimination on the basis of national origin or citizenship.
- Equal Employment Opportunity Act of 1972 prohibits discrimination against minorities based on poor credit ratings.
- The Age Discrimination in Employment Act prohibits discrimination against individuals who are age 40 or older.
- The Equal Pay Act of 1963 prohibits employers from paying different wages to men and women who perform the same work under similar working conditions.
- The Americans with Disabilities Act of 1990 prohibits discrimination against persons with disabilities.
- Title VII of the Civil Rights Act of 1964, which prohibits discrimination on the basis of race, color, religion, national origin and sex. It also prohibits sex discrimination on the basis of pregnancy and sexual harassment.
Workplace conflict resolution training has become even more critical after the pandemic. In a 2023 article in the Harvard Business Review, the author discusses how conflict resolution training is expected to increase in importance as workers have returned.
FAQ on Conflict Resolution In The Workplace
This FAQ provides a comprehensive guide to conflict resolution in the workplace, covering essential skills, strategies, and best practices. It addresses common causes of conflict, effective management techniques, and the potential impacts of unresolved issues.
- Active Listening: This involves truly hearing and understanding the other person’s perspective without interruption, which helps defuse tension and identify the real issues.
- Empathy: Putting yourself in the other person’s shoes helps understand their concerns and build rapport.
- Patience: Conflict resolution often requires time and patience to allow both parties to express their views and to work through the issues.
- Problem-Solving: The ability to find solutions that are acceptable to all parties involved is crucial in resolving conflicts.
- Emotional Control: Managing emotions, especially anger, is essential to maintain a calm and constructive environment during conflict resolution.
- Workshops and Seminars: Participating in training sessions that focus on communication, negotiation, and emotional intelligence.
- Role-Playing Exercises: Practicing conflict scenarios in a controlled environment helps build skills in managing real-world conflicts.
- Feedback and Reflection: Regular feedback on your conflict management approach and reflection on past conflicts to learn from them.
- Continuous Learning: Staying informed about conflict resolution theories and techniques through reading, online courses, and training.
The secret to effective conflict resolution is respecting and understanding all parties involved. Approaching conflicts with the mindset of a “win-win” outcome where both parties feel heard and valued is critical to successful resolution.
- Collaborative Approach: Working together to find a solution that satisfies the concerns of all parties.
- Compromise: Finding a middle ground where each party gives up something to reach a mutually acceptable solution.
- Interest-Based Relational Approach: Prioritizing relationships while addressing the issues by separating people from the problem and focusing on mutual interests.
- Differences in Leadership Styles: Conflicting management approaches can lead to confusion and frustration.
- Personality Clashes: Diverse personality types can lead to misunderstandings and disagreements.
- Interdependence: Conflicts may arise when one employee’s work is dependent on another’s performance.
- Cultural Differences: Variations in background, culture, and gender can lead to differing viewpoints and expectations.
- Poor Communication: Lack of clear communication often leads to misunderstandings and conflict.
- Establish Clear Policies: Implement and regularly update policies that define professional boundaries and expectations.
- Training Programs: Providing ongoing training in conflict management for employees and management.
- Effective Communication: Encouraging open and respectful communication within the organization.
- Conflict Resolution Mechanisms: Setting up a structured process for resolving disputes, such as mediation or a grievance procedure.
- Identify the Source of Conflict: Understanding the root cause is essential for effective management.
- Open Communication: Facilitate open discussions between conflicting parties to air grievances and find common ground.
- Stay Neutral: As a manager or mediator, remain neutral and focus on resolving the issues rather than taking sides.
- Develop Solutions: Work with the parties involved to develop fair and sustainable solutions.
- Decreased Productivity: Time spent on conflicts takes away from work tasks, leading to a drop in productivity.
- Increased Absenteeism: Ongoing conflict can lead to stress and anxiety, causing employees to miss work.
- Low Morale: Persistent unresolved conflict can create a toxic work environment, damaging employee morale.
- High Turnover: Employees may leave the organization if they feel the workplace is too contentious.
- Emotional: Responses such as anger, frustration, or anxiety are common.
- Cognitive: Assessing the conflict and forming judgments or conclusions.
- Physical: Stress-related physical symptoms like tension headaches, increased heart rate, or nausea.
- Substantive Needs: Understanding the core issues of the conflict.
- Procedural Needs: Establishing a clear process for conflict resolution.
- Psychological Needs: Ensuring a safe environment for open and honest communication.
- Competitive: A win-lose approach where one party seeks to emerge victorious.
- Collaborative: A win-win approach focusing on meeting all parties’ needs.
- Compromising: Each party gives up something to reach a middle ground.
- Accommodating: One party gives in to maintain harmony.
- Avoiding: Steering clear of the conflict altogether, sometimes to delay confrontation or when the issue is trivial.
By applying the knowledge and strategies outlined in this FAQ, you can foster a more harmonious work environment, effectively manage conflicts as they arise, and enhance overall workplace productivity and morale.
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