Managing Differences In The Workplace

Diversity in the workplace brings enormous richness in so many ways as employees come from different backgrounds, ethnicities, religions, generations and social settings. Not only are there such different backgrounds, but each of us sees and experiences the world through our own filters.

Everyone wants to feel understood, nurtured, and supported, but the ways in which these needs are met vary widely.

Managing diverse opinions and perspectives can be a challenge in the workplace, especially where views are deeply embedded in personal values.

Conflict can occur when parties see a situation very differently and find it difficult to compromise. Understanding that conflict is a normal part of life , and therefore learning tips and tools to master it can go along way in managing issues and creating a honest and authentic workplace culture.

Conflict 101

A conflict is more than just a disagreement. It is a situation in which one or both parties perceive a threat (whether or not the threat is real).
Conflicts continue to fester when ignored. Because conflicts involve perceived threats to our well-being and survival, they stay with us until we face and resolve them.
We respond to conflicts based on our perceptions of the situation, not necessarily to an objective review of the facts. Our perceptions are influenced by our life experiences, culture, values, and beliefs.
Conflicts trigger strong emotions. If you aren’t comfortable with your emotions or able to manage them in times of stress, you won’t be able to resolve conflict successfully.
Conflicts are an opportunity for growth. When you’re able to resolve conflict in a relationship, it builds trust. You can feel secure knowing your relationship can survive challenges and disagreements. (Helpguide.org)

The goal here is to address an issue as soon as possible to avoid escalation...

So where do we start to resolve an issue?

Conflict Checklist - It's Time to Take Action

What is conflict resolution?

Conflict resolution is a way for two or more parties to find a peaceful solution to a disagreement among them

Why should you use conflict resolution?

___You want to come to an agreement that benefits all parties

___You want to understand more about those whose ideas, beliefs, and backgrounds may be different from your own

___You want to ensure that your relationships with others continue and grow

___You want to find peaceful solutions to difficult situations

___You want to save your energy for more productive activities than battles

___You know when you should resolve the conflict

___You have decided if the conflict is between individuals or groups (or an individual and a group)

What are the seven steps to resolving conflict?

___You understand the conflict:

You understand both sides' interests
You have considered the possible outcomes of the negotiation
You have considered possible mediators and objective standards to help resolve the dispute

___You are ready to communicate with the other party :

You are willing to negotiate with the other party in order to find a resolution
You want to learn from the situation
You want to turn your opposition into an ally
You have reflected on the best mood/time/place to address the issues

___You are prepared to brainstorm for possible resolutions and identified the best solution for yourself

___You have found a third party mediator and/or objective standard

___You have set a best alternative for yourself if negotiations fail

___You are ready to identify and cope with stressful situations and pressure tactics

Healthy and unhealthy ways of managing and resolving conflict

Unhealthy responses to conflict:

An inability to recognise and respond to the things that matter to the other person
Explosive, angry, hurtful, and resentful reactions
Behaviours that result in rejection, isolation, shaming
An inability to compromise or see the other person’s side
Feeling overly fearful or avoiding conflict; expecting a bad outcome

Healthy responses to conflict:

Listen to understand - look for the feelings behind the behaviour
Deal with the issue/problem, not attack the person
The capacity to empathise with the other person’s viewpoint
Stay calm, non defensive with respectful reactions
Be aware of your body language, tone of voice, and the words you use
Readiness to move past the conflict without holding resentments
The willingness to seek common ground
Reinforce the positives - particularly if they influence achieving the goal
Have a belief that addressing an issue respectfully is healthy

"Peace is not absence of conflict, it is the ability to handle conflict by peaceful means."

Ronald Reagan

EAPworks is able to assist with facilitating positive conflict resolution by providing independent qualified professionals to work with you or your team to assist parties to move forward.

Phone: 0800 SELF HELP / 0800 735 343

www.eapworks.co.nz

Forward this email to a friend