Custom essays: Proposal

First of all it should be noted that elimination of conflicts in the team is one of the main challenges of managers and executives. Work does not play a less important role to prevent such situations. Competent management policies in relation to staff allow to significantly reduce the number of conflicts in the company. The Directorate, following strict labor laws, has almost no problems with the team. Increasing of the employee motivation contributes not only to the narrowing of their differences with the management, but also interpersonal conflicts. It is important to establish a clear organizational structure of the company’s business aimed at the effective interaction of all the participants. At the same time preventing conflicts must be based on the specifics of a particular company.
Staff and managers may engage in the permission of conflicts independently or with the assistance of experts from the Conflict.
A significant part of personal and professional conflicts at the enterprise can be resolved on its own. To do this, a manager should constantly be aware of the relationship of his staff and have knowledge in the field of Conflict Resolution. It is true that sometimes conflicts may be overt, and they are difficult to identify. Nevertheless, an attentive attitude of the service personnel to the interpersonal conflicts at an early stage of their occurrence may avoid more serious problems in the team. Special trainings both internal and organized by training companies can help to solve the problems. Recently, specialized trainings on the prevention and resolution of industrial conflicts become more and more popular. Typically, these are not the individual courses and modules of the major training programs aimed at the improving of business efficiency.
In the area of the conflict management, there are several options for training for each target audience. The course, aimed at the middle management, is often ordered by the training department of the company to resolve the existing conflicts in the organization. Particular attention should be aimed to the trainings on conflict resolution for managers. A lot of staff specialists lack the experience to deal effectively with workers conflicts. That is why an additional training is so important to them.
The form of the trainings on conflicts depends on the wishes of the contracting authority: members may attend as regularly scheduled training events held by the training company and trainings, adapted to the particular organization. In the latter case we have in mind, methods of conflict resolution on the example cases of the actual practice of the client company. If both sides of the conflict taken as the basis of the case are present at the training, managers change a little the content of case study (the names of participants, the names of units) because of the ethical considerations, as well as to improve the effectiveness of teaching.
It is important to bear in mind that one-off training sessions can not bring the desired result: they only give the understanding of the structure of conflict, theoretical knowledge for their prevention and resolution, as well as an opportunity to look at the typical conflict situations from the sidelines. For the effective conflict resolution managers and senior staff need to develop sustainable skills in this area.
After the training, manager has to undertake the work on the identification of its effectiveness and shortcomings, as well as reinforce the knowledge and skills get by his employees. Survey and personal interviews with the trained staff will help him. The results will also determine the future prospects of using this type of training in the company.
General recommendations for solving the conflict situation can be summarized as follows:
1. Recognize the existence of the conflict, i.e., recognize the existence of conflicting goals, methods that the opponents have, to identify these participants. In practice, these issues are not so easy to solve, it is difficult to admit and say out loud that you are in a state of conflict with the employee at some point. Sometimes there is a conflict for a long time, people suffer, and there is no open acknowledge of it, everyone chooses his own behavior and impact on others, but the joint discussion and resolution of this situation does not occur.
2. Determine the possibility of negotiations. After acknowledging the existence of a conflict and the inability to resolve it “on the fly” it is advisable to agree on the possibility of holding talks and clarify exactly what talks: with or without a mediator and facilitator who may be well suitable for both parties.
3. Agree negotiations. Determine where, when and how to begin negotiations, i.e., specify the date, place and procedure for negotiations, the start of joint activities.
4. Identify the range of the issues that are the subject of conflict. The main problem is to define in terms, what the subject of conflict is, and what is not. Already at this stage joint approaches to the problem are developing, the parties’ positions are identified, the points of differences and the points of possible convergence are determined.
5. Develop solutions. Parties in a joint work propose several possible solutions to the calculation of costs for each of them, taking into account the possible consequences.
6. Take a negotiated solution. After considering several possible options for mutual discussion and at the consequence that the parties reach an agreement, it is advisable to provide a general solution in writing: communiqués, resolutions, agreements on cooperation etc. In particularly difficult or important cases, the written documents are drawn up after each stage of the negotiations.
7. Implement the decision into practice. If the process of joint actions ends with only the adoption of amended and agreed solutions, and nothing happens then and does not change, this situation could be a detonator for other, more severe and protracted conflict. The reasons that caused the first conflict have not disappeared, but only increased the unfulfilled promises. The repeated negotiations will be much harder to conduct.