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Communication and Conflict Resolution in the Workplace

 


Conflict Resolution and Communication in the Workplace can be a delicate matter. A boss may make it clear that he cannot tolerate any communication or conflict with his employees. Yet, at the same time, he cannot seem to find fault in anyone. This double standard creates tension between an employer and an employee who often try to resolve conflicts through channels he is not familiar with. If you feel trapped between your boss's standards of conduct and your own personal preferences, take the advice given below.

Every worker needs to understand the nature and role of conflict resolution. There can be different kinds of conflict: between colleagues, between coworkers, between employers and employees, among clients, and between superiors and subordinates. No matter how large or small the conflict might be, communication is essential for its resolution. It takes one person to speak up or to make a point and it takes another person to listen and help resolve the problem. Without conflict resolution in the workplace, workers are at a disadvantage when faced with problems that require their expertise and attention.

You need to take care when you are communicating and resolving conflict resolution issues in the workplace because the consequences can be far-reaching. You may not realize that what you are doing is undermining your company's ability to resolve problems and meet its obligations. Your actions may even destroy your own career. Therefore, you should be sensitive to the potential damage you may be causing your organization.

The most common scenario that calls for a boss's request of a meeting to discuss a problem is the boss talking to his employees about a situation that is bothering him. The conversation may center on how the problem affects the other employees, but the boss is the one who needs to provide the solution. In such situations, the boss needs to listen carefully to the employees' perspectives, take into account their objections, and then take steps to fix the problem. While this scenario occurs very seldom, it does occur. This situation is not helpful, and neither is it expected. You should instead avoid any communication and conflict resolution process that will cause this outcome.

Another situation that could lead to a boss's request for a meeting is when the employee brings up a concern that affects the boss directly. For example, if the boss sees an employee talking about another coworker's harassment in the workplace, he may try to address the problem by talking to the coworker directly. However, if the boss does not wish to talk to the other employee, then the best option for him would be to get a referral from a higher-up within the company. In most cases, however, a boss will not make such a request. He will instead wait until an employee raises a complaint directly with him or with his direct superior.

When a boss fails to do what he is supposed to do in these situations--communication and conflict resolution--he may end up facing repercussions from his department or the company. He may lose his job. At the very least, he will be portrayed in negative terms by his employees, if not by superiors, at an internal meeting where he is supposed to resolve the problem.

Sometimes employees may also be fired for complaints that they have lodged against their bosses. As employers, it is crucial to remember that you are the ones with power in the workplace. This means that you have the right to say "no," even if you are told "no." You are also accountable to your employer to follow through on what you say. If you do not, then you risk being reprimanded.

One of the best things that you can do as a boss is to always listen to your employees. This does not mean that you should never speak with your employees privately. However, make sure that you are able to explain your reasons for doing so to your employees before firing them. You may also want to find out their opinion before you fire someone. In this manner, you can make sure that the decision you are making is not based on prejudices or other types of biases.

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