Organizations are a living and breathing entity. With this being said it must be understood that all organizations will at some point deal with organizational conflicts. When an organization comes to a conflict it is important to know not only how the conflict was discovered but how it was handled and resolved. Leaders within the organization need to be able to better understand what the conflict at hand is and quickly work towards a resolution. Organizational conflicts can really impact the bottom line in many ways from time loss, loss in productivity, arbitration costs, legal fees, and employee retention cost. It has been reported than managers will spend 18% to 26% of their time dealing with conflicts depending on their level within the
…show more content…
The IBR approach does offer a more realistic and possibly easier to understand approach because these six steps should already be mimicked by though who are courteous to others within the organization. Below we will take a closer look at implementing the IBR approach into an organization and how it can lead to conflict resolution.
Good Relationships are Priority As a leader you will have a difficult time resolving conflicts if you have no relationship with your followers or employees. Setting the tone and letting each party know that maintaining respect and courtesy are important while resolving the conflict. It is necessary for individuals within the organization to cooperate effectively without resentment towards each other. This can be done by one-on-one coaching or group discussions. It is an easy conversation to have because you as a leader are setting the standards and bringing everyone to the same point.
Separate People from Problems Generally organizational conflicts are not one-sided; this is where as a leader you should let the individuals understand that we are working to solve common differences not personality traits. Working towards addressing the conflicting issues and not the individual traits will allow for a hospitable
The IBR approach does offer a more realistic and possibly easier to understand approach because these six steps should already be mimicked by though who are courteous to others within the organization. Below we will take a closer look at implementing the IBR approach into an organization and how it can lead to conflict resolution.
Good Relationships are Priority As a leader you will have a difficult time resolving conflicts if you have no relationship with your followers or employees. Setting the tone and letting each party know that maintaining respect and courtesy are important while resolving the conflict. It is necessary for individuals within the organization to cooperate effectively without resentment towards each other. This can be done by one-on-one coaching or group discussions. It is an easy conversation to have because you as a leader are setting the standards and bringing everyone to the same point.
Separate People from Problems Generally organizational conflicts are not one-sided; this is where as a leader you should let the individuals understand that we are working to solve common differences not personality traits. Working towards addressing the conflicting issues and not the individual traits will allow for a hospitable