Causes of Conflict Some people do not ask for help during conflicts at work because they are not always aware there is a problem or do not know when to ask for mediation. Conflict can arise in organisations because of miscommunication, misunderstanding, cultural differences, choice of language, poor leadership, ineffective management styles, unclear roles and responsibilities. As well as workplace issues creating conflict, work colleague’s personality types and personal issues are added to the mix at work, which can also create or exacerbate a conflict. Things like: personal problems at home, marital issues, cultural or gender differences, family problems, abrasive or submissive personalities (for instance, some personalities become annoyed with quiet, withdrawn type characters and others are fearful of loud or aggressive characters), some people are insensitivity to others feelings and what may seem trivial to one person could be a huge issue for another. Personal disappointments, coupled with unmet needs and a whole host of negative emotions, like guilt, fear or jealousy over promotion can also add to conflict. There are many emotions that are not directly related to work, but which people bring to the workplace that can cause conflict. The CIPD survey Managing Conflict at Work found […]
Clients regularly ask us does mediation work? Conflict is almost inevitable in most work relationships. Some conflict arises over technical issues – such as what tasks to do and how to do them which can be helpful at times as it drives a company forward to make improvements to processes and policies. However, interpersonal tension can easily damage relationships and lead to wider discord and malfunctioning teams. Some Facts 3 in 4 UK workers report good relationships with their line managers and almost 9 in 10 say they have good relationships with colleagues in their teams. By contrast, 1 in 10 reports a poor relationship with their line manager and 1 in 20 reports poor relationships with team colleagues. Despite this, a number of employees may experience flashpoints of conflict or unfair treatment at work: 3 in 10 workers report at least one form of bullying or harassment in the last year and 1 in 5 UK workers points to a blame culture among their managers and 1 in 5 also point to a lack of an inclusive culture in their teams. The organisational costs of conflict can include: management time being diverted to deal with the conflict instead of […]
We’re often asked by clients, “What is workplace mediation?”. Workplace Mediation is a completely voluntary and confidential way to resolve informal and formal conflict at work. It involves a professionally trained, independent, impartial person. The mediator helps two or more individuals or groups to reach a solution that’s acceptable to everyone. Therefore, a workplace mediator doesn’t make judgments or determine outcomes. However, they will ask questions that help to uncover underlying problems. They help the parties to understand each others issues. Therefore, the mediator helps them to clarify the options for resolving the parties differences. So, part of the answer to the question “What is workplace mediation?” is that it’s a way of finding a way forward. It focuses on working together to move forward, instead of determining who was right or wrong. It doesn’t guarantee an answer, but it can guarantee is the chance to resolve conflict more constructively. Mediation can be used in a variety of settings. For example: misunderstandings with conflict between colleagues conflict between staff and managers perceptions of harassment, discrimination or bullying communication difficulties Complementary Mediation complements formal procedures for workplace issues. It’s based on the principle of problem solving with a focus on the future and rebuilding relationships. A […]
