1. By: Keith Isaacs Managing Workplace Conflict

3. Common types of conflicts facing workplaces.

4. Impact of conflicts in the workplaces.

5. How do we manage workplace conflicts?

6. Steps to Managing Conflicts

7. Defining the conflict.

8. Dealing with the conflict.

9. Preventing conflicts in the future.

10. Conclusion

11. Worth the cost?

13. Conflicts in the workplace can be very minor and have little impact on the people involved.

14. Conflicts in the workplace can also be very serious in nature and can significantly impact the company as well as everyone involved.

15. Nearly all conflicts, minor or major, will have an impact on the company in some way!

17. Types of Conflict Personal phone usage at work… Minor Conflict

18. Types of Conflict Personal phone usage at work… Major Conflict!

19. Types of Conflict Fighting in the workplace…

20. Types of Conflict Sexual harassment in the workplace…

21. Types of Conflict Sexual harassment in the workplace…

22. Types of Conflict Sexual harassment in the workplace…

24. Define the conflict

25. What is the conflict at hand?

26. What are the factors surrounding this conflict?

27. Take action or deal with the conflict accordingly

28. Are disciplinary actions necessary for the conflict?

29. What are the implications of my actions?

30. Prevent the conflict from happening in the future

32. Define the problem in specific terms (1)

33. Is this a real conflict or possibly a mere disagreement?

34. Is this a conflict that requires my attention?

35. Determine the workplace impact of the conflict (3)

36. Team dynamics and relationships

38. Conflict depending on people involved (2)

39. Interdependence Conflicts

40. When one employee’s job depends on another employee doing their job.

41. Style Differences

42. When one employee’s style is different than another employee.

43. Leadership Differences

44. When employees go from one leader to another, they can become confused by different styles and expectations.

45. Personality Differences

47. Progressive Discipline (5)

48. “Progressive discipline is the application of corrective measures by increasing degrees.” (5)

49. Designed to motivate the employee to correct their misconduct or behavior voluntarily.

50. Non-Punative Discipline (5)

51. “Positive discipline is based on the concept that employees must assume responsibility for their personal conduct and job performance.”

52. Designed to involve managers and employees to work together.

53. Immediate Discharge

55. Progressive Discipline (5)

56. Example: A manager tells an employee; “If you cannot be at work on time, you will be written-up.”

57. The employee must understand the consequences of their actions and how to fix the conflict.

58. Four typical steps that progressive discipline requires to be effective:

59. 1. Oral Warning

60. 2. Written Warning

61. 3. Suspension Without Pay

63. Non-Punative Discipline (5)

64. Example: A manager tells an employee; “Lets sit down and discuss your personal usage of the internet at work.”

65. The manager and employee both sit down to discuss the situation and how to fix the conflict.

67. Immediate Discharge (4)

68. Grounds for immediate termination would include: Insubordination, use of drugs or alcohol in the workplace, publicly criticizing managers or supervisors, and unsatisfactory performance that that other forms of discipline will not correct.

70. Have clear policies and goals for all employees in the workplace. (5)

71. Open-Door Policy

72. Engage in team activities: “Eyes on the prize”

73. Provide training for managers and employees (6)

74. Training in areas of: Communications, problem-solving, and conflict-identifiers could reduce risks of conflicts.

75. “Recognizing and addressing the factors that give rise to potential for conflict can have a positive impact on the workplace and the productivity of the organization.” (3)

76. Provide a positive workplace atmosphere.

78. Managing and preventing conflicts in the workplace can provide a positive atmosphere that will attract talent.

79. Providing feedback and support for preventing conflict will aspire employees to do better which will lead to more productivity.

81. Identify conflict in early stages by staying involved and engaged with your employees.

82. Try to settle mere disagreements early and be involved before they turn into major conflicts.