A Summary On Conflict Resolution Statement

Conflict Resolution Policy Statement

Conflicts arise in all organizations from the small start-up companies to the fortune 500. Whether they range from minor disagreements regarding communication or personal differences between employees, these conflicts are important to all supervisors. Unfortunately, in today’s workplace, these conflicts can escalate to racist or sexist statements, or workplace violent threats or actual violence. These minor conflicts if not resolved, have been known to disrupt employee morale, causing distrust between employees and the company.

Conflict resolution is necessary when the conflict becomes a hindrance to work productivity, poor customer service, and can make an unnecessary stressful workplace causing

These conflicts should be addressed at the time of conflict, or as soon as possible to not allow the conflict to gain momentum. The following are resolution techniques that employees can use to attempt to defuse of the situation before brining any attention of the supervisor or manager.

Avoidance – Not all conflicts should be avoided, however, when tempers are running high and emotions are brought into the conflict, sometimes a little time and distance will assist the employees in coming to their own resolution. Time may clear the air and allow the parties to come together and discuss the situation. However, be aware that avoidance can also be perceived as disinterest and may frustrate employees.

Accommodation – In other conflicts, it may be beneficial to focus on what the parties can agree on. From this point, the parties may be able to make accommodations, looking at each person reference points.

If the parties involved are not able to come to a resolution themselves, the following alternative processes will be utilized by this company. However, not all conflicts that arise will follow this pathway exactly. Some conflict resolution may be required to start further down the process than

This form of resolution is usually given down by supervisors and not the actual parties involved. Although not a popular form of resolution, it works for quick resolutions, and for unpopular decisions.

Compromise – Typically used by supervisors and managers, this process would require all parties to forfeit something of value. For instance, working late during the week may lead to leaving early on a Friday or coming in late on a Monday.

One Up Interview – This process consists of the parties involved discussing the situation with a supervisor or manager directly above their supervisor. With the company’s best interests, this resolution process may not be utilized often, especially because the resolution may not always work in the favor of the employees.

Mediation – Mediation will have all parties appear before an objective third person who will listen to the conflict from both sides, and assist the parties to a resolution. The third party’s decision is not binding, and may lead to further