We are in the job, always can hear the thing that conflict has between the colleague, actually people is in when facing conflict, basically have following 3 kinds of reaction: Inactive defense, vigorous defense, handle conflict with constructive manner.
Today we it is good to come if where manages,school of the first pail of gold is told with everybody the conflict incident between the colleague.
One, resolve conflict, because of the person different
The person that takes inactive and defensive attitude to conflict can be in oneself all round make defend protective screen, if he wants to improve oneself unfavorable situation, completely contrary move can be made like conditional reflex. Cite a case, when a certain staff is attending the meeting of the company, be all the time not of throat, but, when the participation that he is forced to raise his is spent, he may be published with respect to meeting aloud meaning, knock board so that phut phut makes sound even, after encountering conflict, those who think of often is to escape, send the hope cure at time, of course, the fact often is not such.
The person that takes positive defensive attitude to conflict is anticipate the enemy commonly model,
{! - - PGC_COLUMN- - }They can not hesitate all cost, ensure oneself can control whole situation to win last victory, they abhor extremely to failure, setback. To conflict maintains inactive defence or the person of positive defensive attitude thinks to conflict is a kind of menace to oneself.
And the person that holds constructive manner to conflict is adverse, they can think conflict gave him a chance that improves development of a got-up affair, and believe conflict also can bring good result. The employee that can treat conflict with constructive manner so is a leader most a kind of person of save worry, in conflict, the leader often need not add interference more, they themselves can have handled conflict, because look in these people, conflict behavior itself is a kind of means that communicate. Visible, after conflict happening, the leader should study a person first, obvious conflict both sides belongs to the person that which kinds conflict is answered each, treat respectively again next. Specific means is as follows:
1. development is investigated, master a circumstance
Comrade Mao Zedong points out: Are you right which problem is insoluble? So, you investigate the current situation of which problem and its history! You are investigated completely understood, you have settlement idea to that problem, the leader should settle the dispute between subordinate successfully. Must have thorough and careful investigation and study above all, view flower, skimming over the surface cannot trot along on horseback in be being investigated, should listen to accuser already, should listen to the accused again, should listen to party already, should listen to spectator again, after mastering a circumstance, the leader searchs pair of disease, the nature of a stratagem which ensures success that mediates dispute increases greatly.
2. good intentions, impartially handle affairs
The leader should mediate the dispute between subordinate successfully, must adopt the attitude of good intentions, the leader mediates the dispute between subordinate actively, it is to make accumulated rancor is eliminated between subordinate, drop a load, hearten spirit, strengthen solidarity, throw pleasurably in the job and life, is not the defect defect fleer that captures subordinate, hit a person when he is down. The leader wants the enthusiasm with have one's bosom filled with in the process that mediates dispute, do very patient and careful thought to work, hold to convince people by reasoning, with affection person, reason blends, bring out the best in each other. Impartially handling affairs is to point to to basis fact wants in the process that the leader is mediating subordinate dispute, follow regulations institution, justice is decent, fair and reasonable, and cannot support one party, hit one party; Drive up one party, debase one party, good intentions, fair integrity is a leader between successfully intercessory subordinate of dispute important assure.
3. uses force, deadline is corrected
Use force, deadline changes to point to pair of contradiction to rise and fall just about, long-term worry, had caused both sides of bigger losing dispute to the job, on the foundation that inspires revulsive, patient mediation for many times, take certain administrative measure and constituent step, the pressure with bring to bear on constant to them, let them be inside proper time, amend respective defect, defect and wrong way, settle the dispute between them then.
4. come straight to the point, solve on the spot
Come straight to the point, solve on the spot, it is to point to pair of not quite complex issue, on the foundation of thorough and careful investigation and study, call together dispute both sides together by the leader that mediates dispute, the present gong, beat opposite side, open contradiction, make public nitty-gritty, obtain processing opinion on the spot, let comply with of dispute both sides carry out.
5. have equal shares, "Ambiguous " deal with
Have equal shares, "Ambiguous " deal with, it is to show the leader is right between subordinate a few unprincipled dispute, can use have equal shares, the processing technique of treat as the same, bilateral to dispute " each are hit 50 big board " , have equal shares, deal with vaguely, not be to pay no attention to green red black and write, not be to abandon principle, dispute be not being divided, however dispute itself is unprincipled dispute, who cannot distinguishing namely is who blame, who advocate who from dispute. To such dispute, if extortionary distinguish wrong and right, can lose contact with reality, aggravate is contradictory, what should say to make unprincipled issue is bilateral, it is the person with thought not quite tall awareness, affected the solidarity of this unit and work on certain level, they this " hit " , say so, have equal shares, deal with vaguely, apparently ambiguous, and fine long hair is actually explicit.
6. agile flexible, flank make a psychological attack
Agile flexible, flank make a psychological attack, it is to show when dispute both sides opposes the mood is serious, the leader is mediated directly hard be successful when, leader but make the best use of the circumstances, through dispute bilateral close kin cater-cousin does dredge to work respectively, a knot in one's heart on thought of unlock both sides, in order to achieve the goal of successful mediation dispute.
2, reduce staff counteractive to pilot mood
Most person does not like controlled, they do not like others to tell them what to should do, how to do, when facing special demand they can feel very afflictive, very few somebody likes to accept criticism or be corrected, be criticized however or be being corrected is the business that dominates middling happening, should correct when mean penalty or be being fired, control measure appears very slashing. Accordingly, basic level person in charge should be a few actualer to pilot view, in order to reduce the effect with certain control negative to employee generation measure.
When facing conflict, controller is not alarmed, face different person to want to use different methodological appropriate to had been handled, make conflict bilateral won't arise ill feeling, and do not allow employee feel controlled, controlled employee can have very intense inimical mentality.
