I have to admit, process and production conflicts are easier to address and correct than interpersonal conflict. How does your workplace handle interpersonal conflict? What, if any, conflict resolution training do leaders receive?

Handling Interpersonal Conflicts

Interpersonal worker conflict can emerge as a significant source of concern to employers as it is likely to lead to wasted employee precious time, loss of productivity, strained relations and absenteeism. Therefore, these problems can be resolved through listening to every party’s side of the argument in an open and non-judgmental manner. Secondly, there is the need to come up with a supportive surrounding conducive of diffusing the actual disagreement as this creates a good atmosphere for resolving conflicts (Desai, Acs & Weitzel, 2013). On the same note, conflict management training is continuously becoming a significant component of several executive leadership initiatives. Some of the training offered to include focus training that is initiated to evaluate the internal institutional issues or for something more outward looking. Execution training concentrates on enhancing the business’s ability to effectively handle the various worker, project and external stakeholder management problems in several ways. Organizations need to assess the different conflict resolution techniques to evaluate the appropriate method.

References

Desai, S., Acs, Z. J., & Weitzel, U. (2013). A model of destructive entrepreneurship: Insight for conflict and postconflict recovery. Journal of Conflict Resolution, 57(1), 20-40.