Conflict Resolution...Simple as Black and Blue

Conflict resolution can be a very uncomfortable place for managers and employees alike. However when their is conflict it must be addressed here is a scenario where we have an out of control employee and the manager must deal with this behavior by giving and ultimatum, shape up or ship out. Let's see out this manager/I would handle this situation.
 

I would approach this employee not in a hostile attitude. As a manager I would hope that first that I would not have allowed any employee to come this point especially that creates a hostile work environment. Albeit too many managers allows some employees so much rope that not only do they destroy themselves but that also of at the morale of all the stakeholders.

     I would approach this employee by having a simple sit down talk in private and perhaps where no one could or detect that something of a disciplinary action was going forth. The more that I try not to embarrass the worker the more I believe we can come to an equitable outcome. I would begin by asking questions first. Perhaps they are experiencing some sort of life altering involvement. I have noticed that many people respond poorly to life changing information such as declining health issues with good spirits. Therefore it is important for me to ask the pointed question first.

 

 

 

 

 Once we have established if there is a personal problem existing then we can address that problem and I can show support. However, if there is not a personal problem existing, then we to find what is the exact cause that is encouraging this type of behavior in the workplace. No one acts out of character just because they want, but there is always some sort of difficult circumstance that makes people go beyond their normal way of living and interacting with people.

 

 Very simply once I gain knowledge to what the exact problem is I would put into place a recovery plan from The Complex Emergency Response and Transition Initiative (CERTI) project. “…stages that are similar to those set out by the Complex Emergency Response and Transition Initiative (CERTI) project: conflict, crisis, chaos, complex emergency, recovery.”

     We would have already noticed the conflict and crisis. The chaos that is now in the office emerges the manager to move to the complex emergency plan, which is trying to understand the compound effect this is having on this individual worker as well as the entire office staff and customers. The final stage would then be that of recovery.

     Now I suspect that through this entire process this employee more than likely will start off trying to minimize the effect their attitude is having on the fellow employees and customers, by simply blaming all his bad actions on others. As the manager this is where me diligent record keeping can expose the problem that lies within this particular employee and hopefully we could move to recovery. Recovery is where we can begin to salvage what is left of a working relationship and hopefully move forward in a better way.

     Often in management we see problems become almost too great to handle by allowing employees too much advantage over other employee’s by way if disrespectfully attitudes. Not only does this employee need to apologize and try and rebuilt a cohesive working relationship with his management staff but they of his colleagues as well. The only reason “conflict, crisis and chaos is created is because many managerial staffs do not want to do the documentation, firing and hiring until it become necessary.

 

 

 

                                                            

 

                                                              Reference

 

Beyond Intractability. (2003, September). Conflict Stages. Retrieved from http://www.beyondintractability.org/essay/conflict_stages/

Hahn. Martin. (2005, December 30). Ten Commandments of Intercultural Communication. Ezine @rticles. Retrieved from http://ezinearticles.com/?Ten-Commandments-of-Intercultural-Communication&id=120247