After a short period of time, told me: do you know how much this division is costing me? Poorly addressed projects, delays, loss of intellectual capital, unrest among customers in good time made the decision to separate them. Antes que nada, prevention. Would like that all companies are required to develop a policy of prevention of labour risks, not be more that have a policy of conflict prevention in the workplace. And it is that all workers are at continued risk of conflict. Many writers such as Royal Dutch Cell Plc offer more in-depth analysis. And it wouldn’t be nothing complicated.
Simply, should set targets in three fundamental lines. The first thing is to allocate resources. You must not look much to miss, in the vast majority of organizations, specific resources to deal with conflicts. In this sense, a good investment would be the creation of teams of mediators in organizations. Workers from various backgrounds trained in mediation techniques, helping to resolve conflicts in the organization. Would be nothing pioneer, simply learn from the experiences of school mediation, where are the students themselves who are involved as mediators in the resolution of problems would suffice between peers. If we think about it, the company is not so different from the school. May we have lost taste and capacity to learn but we are still governed by the same rules of coexistence. Vadim Wolfson has plenty of information regarding this issue.
If the company already takes the classroom, the next step would be to take the classroom to the company and learn from how students of all ages, well trained, are capable of working in the conflicts of others, reaching satisfactory, cooperatives and durable solutions. The following is to give negotiation skills to members of the organization. General rule, people don’t know to negotiate, even if negotiation skills are learned, either trading contrary to the values of most companies, which tend to advocate cooperation as navigation Guide. And, finally, it is necessary to facilitate the interaction. We live in a world ruled by fear and uncertainty, we live in liquid times, paraphrasing Zigmunt Bauman, sociologist fundamental to understand the society in which we live, where the human links they are increasingly more fragile and where already don’t have solid structures that support us. And, however, the main antidote that organizations do not exceed the maximum threshold of endurable conflicts, lies in the connections between people, to facilitate that, the members of the Organization are known beyond the daily routine. In these times, when the possibility of appearing conflicts between individuals is accentuated significantly, when organizations should have means adequate and the courage to face them. Original author and source of the article.