Erwin is a manager of a business processing company. One afternoon, a
subordinate went to him to report about a shouting match amongst his
subordinates. Erwin nonchalantly dismissed the report as irrelevant and not
worth of his time. After a week, Erwin was a witness to a brutal fight
involving the subordinates that had a previous shouting match.
How should you react when there is a report of conflict in your
organization? Should you simply dismiss it as a quarrel amongst children or you
immediately act to resolve it? The wise course of action to do is to
immediately resolve it. Because when you simply dismiss it, it will grow and
have a natural life that could result to something tragic.
However, many of us perhaps put it aside or we outright dismiss it
because we are too busy with work. But the crux of the matter is conflicts are
disturbance of smooth organizational life. It creates dysfunction not only in
the organization but also in the respective lives of those who are involved.
So, when there’s a report of conflict don’t dilly dally immediately act to
resolve it. For it will save you and the organization from unwanted trouble.
How are you going to resolve it? Don’t take sides, be objective and be
impartial. Be as calm as possible and don’t overemphasize your authority. Let
them speak and attentively listen to the parties involved and act more as a
friend than a judge. Why? Because in doing so you’ll be able to gain their
trust and confidence. Thus, you’ll be able to ferret out the truth immediately.
After hearing both sides, mediate and let those who are involved be reconciled.
And after that give them time to speak if they want to speak then urged them to
shake hands. Then close the meeting with
a prayer.
Whether we like it or not the ugly head of conflict will come out every
now and then. Nonetheless, a good, calm and effective manager/leader can easily
navigate the organization towards its immediate resolution. – Marino J.
Dasmarinas
No comments:
Post a Comment