Tags |
|
|
Links |
|
|
Member You - Difficult Relationships at Work - Dealing with Workplace Conflict
Employers are continually searching for methods to reduce costs and streamline administrative operations, and the scrutiny of the expensive and time-consuming payroll process has been one of the primary targets. More and more employers are looking at direct deposit of payroll as the preferred method of paying employees. This article examines the concept of direct deposit, including the benefits, concerns and legal considerations.Direct Deposit DefinedDirect Deposit is the electronic transfer of a payment from a company or organization into an individual's checking or savings account. In banking terms, direct deposit is an Automated Clearing House (ACH) application that allows consumers to have their paycheck or other deposits electronically deposited or credited to a savings, checking or other type of account at any financial institution. The employer supplies its financial institution with payment information and that financial institution then elec
Example 1:
You and someone else are at completely opposed viewpoints over a project. You sit down with them and work out why they believe in their point of view, and explain your own. Clever and lateral thinking can provide a solution, which answers both sides, but is not a compromise.
Example 2:
Someone is bullying you at work. You talk to this person using the strategies below and collaborate on modifying their behaviour.
Use this strategy when the goal is to meet as many of the current needs as is possible. The most difficult strategy if confidence is low as it involves actually naming the issue to the conflict-creator, which can cause huge anxiety and fear.
To collabor
Taking a job is acceptance of conditions and responsibilities of the position for a specified wage. Recently, during a lull in my own business, I took on some part-time work in a retail environment serving pet-owners to create some structure and stability. It's not a high paying position, the work is very physical, and it's a bit of a dirty job at times. Nonetheless, the workplace is friendly, the customers are great, and I get to visit with many animals and animal lovers every day. The enjoyment of the position, customer relations, and the staff makes up for the lower pay and physical strain. After a week though, witnessing the lack of work-ethic of others on the team, I begin to feel disillusioned.Here's the thing: It's not a high paying job and it doesn't require a lot of skill. This job requires people who are willing to work, meet people, and keep shelves stocked and the store clean: Easy stuff. When one person on staff blows off the responsibilities, others who aren't
We rely on and spend more time with our colleagues than with most other people in our lives: yet we frequently experience conflict at work. This is a problem that is beginning to be recognised, but it is still not being dealt with either effectively or sufficiently. Conflict is such a broad term for what can be experienced, ranging from office gossip to outright bullying. In nearly every single office there are always going to be personality clashes at some point, and most of the time they will be fairly easily sorted out. However, sometimes they aren't and there is often no other option than to resign. The real problem underlying this situation is that people really don't have the skills to deal with these kinds of situations. They frequently accept the problem when it is happening and then get really upset afterwards.
The Five Strategies for Dealing with Conflict
1. Avoidance
This is the most frequently used strategy along with accommodation. Here conflict is avoided and when it does appear the person using this strategy refuses to engage in the situation.
Example: Someone making a sly comment and the person it was aimed at simply walking away.
While this obviously is not a good way of dealing with conflict the majority of the time as it tends not to help, it is worth being considered as a strategy for when the conflict is just not worth the effort of being addressed.
2. Accommodation
Here you take the conflict and submit.
Example: Listening to unhelpful criticism and believing it.
Again, very frequently used especially where there is low confidence and self-esteem. This is another not very successful method of dealing with conflict, but it will do if you know that there is a solution coming soon.
3. Compete
This one means that you play the person at his or her own game and work hard to get your own way in the conflict.
Example: Someone starts spreading rumours about you, so you do the same in return in an attempt to discredit the power of the other person's word.
This can be very useful when the conflict is mild and you are passionate about your stance, but can lead to a vicious circle as the conflict escalates. Be very sure you want to use this strategy as lowering yourself to someone else's level rarely shows you in the best light.
4. Compromise
A much more useful tactic to use: here you don't give in to the conflict, but work out a solution somewhere between the two sides.
Example: Someone delegates a huge amount of work to your already over-filled plate, you respond by taking on some of it, and then recommending that this person parcel out the rest to other people.
This is the strategy of choice for most untrained managers as this is how we frequently deal with children in real life - and so it is a behaviour we all know about. This can of course lead to the obvious downfall of the actual solution leaving none of the sides happy. This is best to use when the goal is to get past the issue and move on - with the issue having relatively little significance.
5. Collaborate
The most useful tactic, particularly with extremes of conflict such as bullying. The aim here is to focus on working together to arrive at a solution, where both sides have ownership of and commitment to the solution.
Example 1:
You and someone else are at completely opposed viewpoints over a project. You sit down with them and work out why they believe in their point of view, and explain your own. Clever and lateral thinking can provide a solution, which answers both sides, but is not a compromise.
Example 2:
Someone is bullying you at work. You talk to this person using the strategies below and collaborate on modifying their behaviour.
Use this strategy when the goal is to meet as many of the current needs as is possible. The most difficult strategy if confidence is low as it involves actually naming the issue to the conflict-creator, which can cause huge anxiety and fear.
To collabora
Just a few short years ago, telecommuting was a rare benefit for a select few. Employers were reluctant to give up the belief that employees needed watching, and that working from home really meant a day of watching soap operas, devouring chocolates, and catching up on the laundry. The traditional 9-to-5 in the office was the accepted standard for assuring that employees were where they were supposed to be and doing what they were supposed to do. For most, proof of productivity was measured by hours in the office, rather than by results.However, with the help of laptops, PDAs, and high-speed internet, the practice of measuring productivity with time seems to be taking a few hits. More and more employers have begun to realize the benefits of telecommuting: lower overhead, less infrastructure, more productive employees, and greater retention. Some who already had programs in place for a few are expanding the programs they have to include more employees. Large employers such
The Five Strategies for Dealing with Conflict
1. Avoidance
This is the most frequently used strategy along with accommodation. Here conflict is avoided and when it does appear the person using this strategy refuses to engage in the situation.
Example: Someone making a sly comment and the person it was aimed at simply walking away.
While this obviously is not a good way of dealing with conflict the majority of the time as it tends not to help, it is worth being considered as a strategy for when the conflict is just not worth the effort of being addressed.
2. Accommodation
Here you take the conflict and submit.
Example: Listening to unhelpful criticism and believing it.
Again, very frequently used especially where there is low confidence and self-esteem. This is another not very successful method of dealing with conflict, but it will do if you know that there is a solution coming soon.
3. Compete
This one means that you play the person at his or her own game and work hard to get your own way in the conflict.
Example: Someone starts spreading rumours about you, so you do the same in return in an attempt to discredit the power of the other person's word.
This can be very useful when the conflict is mild and you are passionate about your stance, but can lead to a vicious circle as the conflict escalates. Be very sure you want to use this strategy as lowering yourself to someone else's level rarely shows you in the best light.
4. Compromise
A much more useful tactic to use: here you don't give in to the conflict, but work out a solution somewhere between the two sides.
Example: Someone delegates a huge amount of work to your already over-filled plate, you respond by taking on some of it, and then recommending that this person parcel out the rest to other people.
This is the strategy of choice for most untrained managers as this is how we frequently deal with children in real life - and so it is a behaviour we all know about. This can of course lead to the obvious downfall of the actual solution leaving none of the sides happy. This is best to use when the goal is to get past the issue and move on - with the issue having relatively little significance.
5. Collaborate
The most useful tactic, particularly with extremes of conflict such as bullying. The aim here is to focus on working together to arrive at a solution, where both sides have ownership of and commitment to the solution.
Example 1:
You and someone else are at completely opposed viewpoints over a project. You sit down with them and work out why they believe in their point of view, and explain your own. Clever and lateral thinking can provide a solution, which answers both sides, but is not a compromise.
Example 2:
Someone is bullying you at work. You talk to this person using the strategies below and collaborate on modifying their behaviour.
Use this strategy when the goal is to meet as many of the current needs as is possible. The most difficult strategy if confidence is low as it involves actually naming the issue to the conflict-creator, which can cause huge anxiety and fear.
To collabor
If math was your strong suit in high school and college, you might consider giving a career as a financial engineer a try. Leading brokerage houses such as Merrill Lynch are increasingly interested in hiring financial engineers to help guide their businesses. In fact, Merrill Lynch provided a grant to MIT to launch a financial engineering program.Nowadays, a certificate in financial engineering is considered to be an express route to Wall Street and to the job security and financial rewards that it represents. Mathematical modeling is a hot property in the investment industry—and financial engineers can provide it.An advanced degree is absolutely critical to obtaining a position as a financial engineer. Preferably, you should have a graduate degree from a highly reputable institution known for its advanced math and financial management programs. While there is some glamour associated with the term financial engineer, the work of such an engineer basically involves re
3. Compete
This one means that you play the person at his or her own game and work hard to get your own way in the conflict.
Example: Someone starts spreading rumours about you, so you do the same in return in an attempt to discredit the power of the other person's word.
This can be very useful when the conflict is mild and you are passionate about your stance, but can lead to a vicious circle as the conflict escalates. Be very sure you want to use this strategy as lowering yourself to someone else's level rarely shows you in the best light.
4. Compromise
A much more useful tactic to use: here you don't give in to the conflict, but work out a solution somewhere between the two sides.
Example: Someone delegates a huge amount of work to your already over-filled plate, you respond by taking on some of it, and then recommending that this person parcel out the rest to other people.
This is the strategy of choice for most untrained managers as this is how we frequently deal with children in real life - and so it is a behaviour we all know about. This can of course lead to the obvious downfall of the actual solution leaving none of the sides happy. This is best to use when the goal is to get past the issue and move on - with the issue having relatively little significance.
5. Collaborate
The most useful tactic, particularly with extremes of conflict such as bullying. The aim here is to focus on working together to arrive at a solution, where both sides have ownership of and commitment to the solution.
Example 1:
You and someone else are at completely opposed viewpoints over a project. You sit down with them and work out why they believe in their point of view, and explain your own. Clever and lateral thinking can provide a solution, which answers both sides, but is not a compromise.
Example 2:
Someone is bullying you at work. You talk to this person using the strategies below and collaborate on modifying their behaviour.
Use this strategy when the goal is to meet as many of the current needs as is possible. The most difficult strategy if confidence is low as it involves actually naming the issue to the conflict-creator, which can cause huge anxiety and fear.
To collabor
Real estate prices have sky rocketed in recent years all over the country, and in most states the average home price is higher than the median income in some areas. Every buyer wants to find affordable real estate, whether it is a new or used home, a foreclosed property, or an estate being sold through probate. No one wants to be house poor, which is why now more than ever, there is a great demand for properties that won’t break the bank for the buyers. Interest rates are higher now than last summer for instance, which is also a contributing factor facing sellers and buyers alike.Higher interest rates raise the total amount of the loan, and variable rate mortgages can be risky for some consumers. It is always beneficial to consult the professionals at lending institutions, as well as real estate agents, for information regarding loan types, qualifications, interest rates, special buyer incentives, etc. The more buyers and sellers educate themselves about the market, the mor
Example: Someone delegates a huge amount of work to your already over-filled plate, you respond by taking on some of it, and then recommending that this person parcel out the rest to other people.
This is the strategy of choice for most untrained managers as this is how we frequently deal with children in real life - and so it is a behaviour we all know about. This can of course lead to the obvious downfall of the actual solution leaving none of the sides happy. This is best to use when the goal is to get past the issue and move on - with the issue having relatively little significance.
5. Collaborate
The most useful tactic, particularly with extremes of conflict such as bullying. The aim here is to focus on working together to arrive at a solution, where both sides have ownership of and commitment to the solution.
Example 1:
You and someone else are at completely opposed viewpoints over a project. You sit down with them and work out why they believe in their point of view, and explain your own. Clever and lateral thinking can provide a solution, which answers both sides, but is not a compromise.
Example 2:
Someone is bullying you at work. You talk to this person using the strategies below and collaborate on modifying their behaviour.
Use this strategy when the goal is to meet as many of the current needs as is possible. The most difficult strategy if confidence is low as it involves actually naming the issue to the conflict-creator, which can cause huge anxiety and fear.
To collabor
This newly created entity within the United States has been around for many years in other countries. It is commonly used in Germany, in fact. But, what is LLC? How does it work and why is it a benefit to you or to others who use it? There are some things to consider prior to getting involved with a limited liability company.First, knowing what an LLC means is important. It is a title of a company that is able to have flexibility of sole proprietorship structure but it is in the framework of a limited liability company. Sounds confusing? Well, in limited liability, the investor puts in his own money into the investment of the company. But, if the company runs into debt, this investor is not responsible for paying the fees of the company out of his pocket. He can only lose what he has put in, nothing more. In a sole proprietorship, the owner is responsible for much more.One of the advantages of LLC then is that they gain many of the benefits of the limited l
Example 1:
You and someone else are at completely opposed viewpoints over a project. You sit down with them and work out why they believe in their point of view, and explain your own. Clever and lateral thinking can provide a solution, which answers both sides, but is not a compromise.
Example 2:
Someone is bullying you at work. You talk to this person using the strategies below and collaborate on modifying their behaviour.
Use this strategy when the goal is to meet as many of the current needs as is possible. The most difficult strategy if confidence is low as it involves actually naming the issue to the conflict-creator, which can cause huge anxiety and fear.
To collaborate successfully on an issue such as bullying or continuing conflict you need to follow a few basic guidelines.
- You must recognise that part of the problem is your own fault: you allowed it to happen and did not try to address it to begin with. You can use this aloud and actively take part of the responsibility, as this will put the onus onto the other person to take the other part of the responsibility.
- Remember that we frequently don't like in others what we don't want to see in ourselves, but find occasionally anyway. Be very sure that you have not committed the same conflict and that you do not in the future.
- Manage yourself during the resolution attempt - learn calming strategies if you are hot-tempered, or confidence boosters if you are shy. Try not to be emotional, as emotion will only make things escalate.
- Maintain eye contact and use your body language to convey your belief in what you are saying. Don't fiddle with something nervously, don't cross your arms protectively, and don't put yourself on a lower level than the other person (such as sitting on a lower chair).
- Don't believe that the best defence is a good offence - that is part of the Competing strategy.
- Work the issue, not the person: this means addressing the behaviour rather than the entire existence of that person. There is a different level of ownership for behaviours, and people will take less offence if you criticise their behaviour than if you criticise them personally. Never lay blame, as this will only fan the fires.
- If you are not getting anywhere, ask for further information from the other person about the reasons for their behaviour, but don't ask the questions with 'why' at the beginning - if you do this will actively put the other person under the spotlight and they will get defensive.
Remember above all, that people who enjoy creating conflict are ultimately power-seekers who enjoy controlling others. Frequently this is because either they have suffered in a similar way before or feel that they have very little control over their own lives and does anything they can to feel in control. A little compassion will take you a long way both in resolving the situation and in putting it behind you when it is resolved.
A Final Word on Bullying
Dr Gary Namie, co-founder and president of the Workplace Bullying and Trauma Institute, conducted an online survey of 1,000 people who claimed to have been bullied at work, finding that 37% were eventually fired, and 33% quit their jobs. In a reversal of the typical childhood bullying scenario, in which unpopular and apparently weak kids are picked on most, adult victims in the workplace tend to be very capable and charismatic people. The bully sees them as a threat, and determines to get them out of the picture. Most workplace bullies are thought to be women -- 58% according to those Namie surveyed -- and so are their targets -- 80% of those surveyed. The estimated figure is that half the adult population will experience severe conflict at work at least once in their working life. That is a scary statistic - and the majority of people don't expect conflict and don't know how to deal with it when it intrudes.
Bullying conjures up images of schools and young children, but it is gro
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.memberyou.net/article/13036/memberyou-Difficult-Relationships-at-Work--Dealing-with-Workplace-Conflict.html">Difficult Relationships at Work - Dealing with Workplace Conflict</a>
BB link (for phorums):
[url=http://www.memberyou.net/article/13036/memberyou-Difficult-Relationships-at-Work--Dealing-with-Workplace-Conflict.html]Difficult Relationships at Work - Dealing with Workplace Conflict[/url]
Related Articles:
The Florida Department of Incorporating: Digitization Drives Efficiency
Bookmark it:
|