Post high school plan Essay

Youve just arrived at your subroutine, which you share with a colleague, and it looks as if its going to be an new(prenominal) frustrating day.Your side of the office is neat as a pin and incredibly well organized.You always arrive at mildew on time and you choose care not to talk loudly when youre on the ph cardinal, so that you dont incite your office mate.Your colleague, however, is the exact opposite.Empty cups and stacks of dusty files litter his side of the office. He often rushes into the office late, and he sometimes puts the radio on while hes work, which breaks your concentration. You relish your work, but catch coming into the office every day, simply beca give you dont like sharing your space with your colleague. He drives you crazy, and you often argue.If you thought about it, youd quickly recognize that at that places divergence betwixt you beca utilisation the two of you fork out completely different working styles. Once youd realized this, youd ask a sta rting point for thinking about how you could work together to a greater extent effectively.All of us experience combat like this at work. Conflict raise be useful, since it laughingstock push contrary parties to grow and communicate, and it so-and-so improve contradictory ideas. However, this can only happen if we understand why the affair is there in the first place. Once weve identified the root of the problem, we can lot the right stairs to propose it.In this article, well look at eight common causes of conflict in the workplace, and well explore how you can use them to manage conflict much effectively.About the Eight CausesAccording to psychologists Art doorbell and Brett Hart, there are eight common causes of conflict in the workplace. Bell and Hart identified these common causes in separate articles on workplace conflict in 2000 and 2002.The eight causes are1. unlike resources.2.Conflicting styles.3.Conflicting perceptions.4.Conflicting inclinations.5.Conflicting p ressures.6.Conflicting roles.7. contrasting personal values.8.Unpredictable policies.You can use this classification to identify possible causes of conflict. Once youve identified these, you can contain steps to prevent conflict happening in the first place, or you can tailor your conflict resolution strategy to tantrum the situation.How to Use the ToolLets take a closer look at each of the eight causes of workplace conflict, and hold forth what you can do to avoid and resolve each type.1. Conflicting ResourcesWe tout ensemble extremity access to certain resources whether these are office supplies, help from colleagues, or even a coming upon room to do our jobs well. When much than one person or group needs access to a particular resource, conflict can occur.If you or your mickle are in conflict over resources, use techniques such as Win-Win Negotiation or the Influence Model to reach a shared agreement.You can as well as help team members overcome this cause of conflict by making sure that they fork over everything they need to do their jobs well. Teach them how to prioritize their time and resources, as well as how to negotiate with one another to prevent this type of conflict.If spate start battling for a resource, sit both parties down to discussopenly why their needs are at odds. An open discussion about the problem can help each party see the others perspective and become more sympathetic about their needs.2. Conflicting StylesEveryone works differently, according to his or her individual needs and personality. For instance, some people love the thrill of getting things done at the last minute, while others need the structure of strict deadlines to act. However, when working styles clash, conflict can often occur.To prevent and manage this type of conflict in your team, consider peoples working styles and natural group roles when you build your team.You can also encourage people to take a personality test, such as the Myers-Briggs Personal ity Test . This can help them become more accepting of other peoples styles of working, and be more flexible as a result.3. Conflicting PerceptionsAll of us see the world through our own lens, and differences in perceptions of events can cause conflict, in particular where one person knows something that the other person doesnt know, but doesnt realize this.If your team members on a regular basis engage in turf wars or gossip, you might have a problem with conflicting perceptions. Additionally, controvert performance re wads or customer complaints can also result from this type of conflict.Make an effort to stub out this conflict by communicating openly with your team, even when you have to share bad news. The more entropy you share with your people, the less likely it is that they will come up with their own interpretations of events.Different perceptions are also a common cause of office politics. For instance, if you assign a project to one person that ordinarily would be sou lfulness elses responsibility, you may unwittingly ignite a power struggle between the two. Learn how to navigate office politics , and coach your team to do the same.4. Conflicting GoalsSometimes we have conflicting goals in our work. For instance, one of our managers might tell us that speed is most important goal with customers. Another manager might say that in-depth, high-quality service is the top priority. Its sometimes quite unvoiced to reconcile the twoWhenever you set goals for your team members, make sure that those goals dont conflict with other goals set for that person, or set for other people.And if your own goals are unclear or conflicting, speak with your gaffer and negotiate goals that work for everyone.5. Conflicting PressuresWe often have to depend on our colleagues to get our work done. However, what happens when you need a written report from your colleague by noon, and hes already preparing a different report for mortal else by that same deadline?Conflicti ng pressures are similar to conflicting goals the only difference is that conflicting pressures usually involve urgent tasks, while conflicting goals typically involve projects with longer timelines.If you suspect that people are experiencing conflict because of clashing short-term objectives, reschedule tasks and deadlines to relieve the pressure.6. Conflicting RolesSometimes we have to perform a task thats outside our normal role or responsibilities. If this causes us to step into someone elses territory, then conflict and power struggles can occur. The same can happen in cabbage sometimes we may feel that a particular task should be completed by someone else.Conflicting roles are similar to conflicting perceptions. After all, one team member may view a task as his or her responsibility or territory. But when someone else comes in to take over that task, conflict occurs.If you suspect that team members are experiencing conflict over their roles, explain why youve designate tasks or projects to each person. Your explanation could go a long way toward remedying the pressure.You can also use a Team Charter to crystallize peoples roles and responsibilities, and to focus people on objectives.7. Different Personal ValuesImagine that your boss has just asked you to perform a task that conflicts with your ethical standards. Do you do as your boss asks, or do you refuse? If you refuse, will you lose your bosss trust, or even your job?When our work conflicts with our personal values like this, conflict can quickly arise.To avoid this in your team, practice ethical leadership try not to ask your team to do anything that clashes with their values, or with yours.There may be times when youre asked to do things that clash with your personal ethics. Our article on preserving your integrity will help you to make the right choices.8. Unpredictable PoliciesWhen rules and policies change at work and you dont communicate that change cl earlyish to your team, confusion and co nflict can occur.In addition, if you flunk to apply workplace policies consistently with members of your team, the disparity in treatment can also become a source of dissension. When rules and policies change, make sure that you communicate exactly what will be done differently and, more importantly, why the policy is changing. When people understand why the rules are there , theyre far more likely to accept the change.Once the rules are in place, strive to enforce them fairly and consistently.TipAlthough Bell and Harts Eight Causes of Conflict provide a useful framework for identifying common causes of conflict in the workplace, they dont explore how to deal with conflict. So make sure that you know how to resolve conflict effectively, too.Key PointsPsychologists Art Bell and Brett Hart identified eight causes of conflict in the early 2000s.The eight causes are1.Conflicting resources.2.Conflicting styles.3.Conflicting perceptions.4.Conflicting goals.5.Conflicting pressures.6.Confl icting roles.7.Different personal values.8.Unpredictable policies.