Interdependence
Such clashes arise for work reasons and do not depend on the difference in views. It's just that one fails the other. Overcoming them is easy with:This is the most common type of conflict where the work of one person depends on the work of another. For example, if the sales manager has not entered the data into the database, the accountant will not have time to prepare the report in tim
delegation skills;
skills to negotiate and negotiate;
imposing sanctions for breaking the deadline.
Difference of views
Conflicts arise when colleagues have different views on the methods of achieving the goal. Someone is guided by the task and wants to complete it as soon as possible, while someone is oriented towards the client and tries to tailor the product to individual requests as much as possible. Different approaches are good for teamwork if you learn to compromise and channel differences in favor.
Difference in management style
Different leaders may have a different approach - open or tough management style. If an employee has to interact with both of them during the day, he can get annoyed because he gets lost and has to adapt to the leaders. To avoid such conflicts, the leaders of the company must have the same views and values in matters of management.
Personal conflicts
This is the main type of conflict in the workplace. It arises from emotions based on personal judgment and beliefs about someone's motives and character. This can be avoided only by putting yourself in the shoes of another person. As a rule, both sides are wrong in this situation. To understand conflicts in a team and ways to overcome them, it is necessary to define the style of conflicts. Competition. It occurs when a person puts his own interests above others. This style is accompanied by aggressive communication, because the person is afraid of losing control over the situation and unwanted decisions will be made. Due to competition, the situation within the team is aggravated and tension is growing. The easiest way to get out of the situation is by forcing the others to make a decision that is “convenient” for the conflicted person. But this can cause frustration among other team members. The device. The opposite of competition, but no less dangerous. In this case, a person is inclined to yield to everyone and in everything, allowing him to make decisions with which he does not agree. The relationship remains good, but the employee feels depressed and frustrated, and the quality of the work suffers.
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