Conflicts are bizarre, few thrive on it and some drown with it. It is one of the unusual activities in offices where leaders have to manage carefully because of the repercussions associated.
Conflicts are made of disagreement with others, as a consequence of dissimilar thought process. If there is a disagreement in a discussion, it also means that the other has another solution.
Disagreement gives an opportunity for improvement along with multiple solution, that may or may not work.
Having multiple solutions is always beneficial, especially in an office scenario where disagreements are constants. We should not take disagreement as an outcome, instead, it is a position of well-placed argument of the other having relevant background knowledge of the subject. They are not to be seen as a problem, because such disagreements are likely to have many options and possibilities that one can choose from among.
There are possible ways to use and view conflicts as a benefit. An example of this is if a work process is discussed in any office during a meeting, there are chances a good number of people may not accept it. In such a case, asking inputs and reasons of disagreements will help to create a much more robust work process and even better environment.
The views of the team are an important factor and even if there is complete disagreement, we should take it as a positive sign, not a sign of regular conflict. Any work-related disagreement is beneficial.
If an office has no disagreements, and every point is accepted, is a sign of worry.
If in a meeting, no one disagrees for any point is certainly a sign of worry as it shows that the organisation is missing valuable inputs. It will show a disinterested team that only wants to follow without thinking. It is a unique scenario showing the weakness of leadership, where no one share ideas and inputs. A conflict is more related to the office environment, where two or more individuals disagree on the work process of the same task assigned to both.
Whereas, if such disagreements are of personal nature or ego-oriented, they should not be encouraged, and the leader needs to put an end to it. This is an important matter that requires a leaders due consideration.
A clear identification between conflict and disagreement is that if there is a conflict because of a task or process, then it can lead to enhancement. We know that not all disagreements are personal. We can manoeuvre any argument towards better results. A move intended to appease a team member will lead to many dissatisfied team players.
The solution to the conflict is difficult, however, the root cause need to be understood. Few points to be remembered in order that it should not affect the team goal that a leader must ensure are;
Define clearly the work process, roles, and responsibilities.
Personal goals should not take over team goals.
Any process where two or more people are involved will need a clear guidelines and explanations.
However, talking and listening carefully is a positive response that enhances productivity and supports for a constructive solution. Focusing on behaviour than on personality can resolve even a top-most argument.
Poor communication mostly leads to conflict at the workplace which directly affects the productivity level and also the employees morale. To bring about success in office, clear communication is the key that can reduce the work-style conflicts.
The upside of office conflict is identifying a brewing problem. Early and successful resolution leads to healthy relationship between employees, which further improves their commitment towards work, improve productivity and personal growth.
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