Five tactics: ERSO employees were trained to develop internal communications
14.02.2023
To solve such problems, there are such behaviors as coercion, compliance, withdrawal, cooperation and compromise.
Conflict is the most acute way of resolving contradictions in views, accompanied by negative emotions. Despite this seemingly unambiguous interpretation, conflict is a much more complex substance than it seems at first glance. This is a whole discipline that carries not only destructive, but also positive aspects.
One of these can be called an indication of relationships within the team. If there is no conflict, then everyone is indifferent to each other and to the common cause. Disagreements are completely normal. But only if efforts are made to eliminate discord.
Training "Conflict Management" was held at the UTZ ERSO training center. The participants were foremen and heads of sections, i.e. those employees who directly manage the work process.
“The main objective of the training is to work out ways to prevent conflicts,” says Elena Khairetdinova, head of training and development of UTZ personnel. “To do this, one should consider the basic concepts of conflict, tactics of human behavior, learn how to choose the best tactics in a particular case of a conflict.”
There are five tactics in total. These are coercion, compliance, withdrawal, cooperation and compromise. There is no universal solution to problems: each of them approaches a specific place and in a specific situation.
Compliance allows you to work for the future (important for building a career), or when calmness is more important. An exit tactic can buy time, or when the source of contention is insignificant. Coercion gives short-term business connections and decisiveness in a risky situation. Collaboration - long-term interaction and non-material motivation. Finally, compromise is important to maintain the relationship and the ability to change the goal.
The participants of the training were asked to solve several tests in order to determine what the essence of this or that conflict is, what tactics they adhere to with subordinates and what to do in case of antagonism.
“The ability of a leader to manage conflicts in the team entrusted to him is a sign of the success of his leadership. And knowing the interests and positions of the parties, it is possible to get out of the conflict not only without losses, but also with gains,” Elena Khairetdinova sums up.
Conflict is the most acute way of resolving contradictions in views, accompanied by negative emotions. Despite this seemingly unambiguous interpretation, conflict is a much more complex substance than it seems at first glance. This is a whole discipline that carries not only destructive, but also positive aspects.
One of these can be called an indication of relationships within the team. If there is no conflict, then everyone is indifferent to each other and to the common cause. Disagreements are completely normal. But only if efforts are made to eliminate discord.
Training "Conflict Management" was held at the UTZ ERSO training center. The participants were foremen and heads of sections, i.e. those employees who directly manage the work process.
“The main objective of the training is to work out ways to prevent conflicts,” says Elena Khairetdinova, head of training and development of UTZ personnel. “To do this, one should consider the basic concepts of conflict, tactics of human behavior, learn how to choose the best tactics in a particular case of a conflict.”
There are five tactics in total. These are coercion, compliance, withdrawal, cooperation and compromise. There is no universal solution to problems: each of them approaches a specific place and in a specific situation.
Compliance allows you to work for the future (important for building a career), or when calmness is more important. An exit tactic can buy time, or when the source of contention is insignificant. Coercion gives short-term business connections and decisiveness in a risky situation. Collaboration - long-term interaction and non-material motivation. Finally, compromise is important to maintain the relationship and the ability to change the goal.
The participants of the training were asked to solve several tests in order to determine what the essence of this or that conflict is, what tactics they adhere to with subordinates and what to do in case of antagonism.
“The ability of a leader to manage conflicts in the team entrusted to him is a sign of the success of his leadership. And knowing the interests and positions of the parties, it is possible to get out of the conflict not only without losses, but also with gains,” Elena Khairetdinova sums up.