algorithm
Participants can choose their own strategy for behavior in confrontation. Then the algorithm described above is quite suitable for a manager. After all, he can apply methods of managing conflicts in a team, using various tools. For example, he has the power to involve administrative measures - transfer to another department or even fire. An alternative option is to convince the conflicting parties to find a joint solution.
The following algorithm assumes that the manager in the conflict is assigned the role of assistant, mediator. It has only three steps.
Step 1. Analysis of causes
The manager should not interfere mom database in the conflict before finding out the reasons for its occurrence. And the most effective way to do this is to call for a conversation. He should remain a neutral party, a mediator, a working supervisor of negotiations between the conflicting parties.
Analysis of the causes of the conflict
The manager listens carefully to both sides of the conflict, remaining impartial and objective. He must find out:
subject of confrontation: what caused the dispute between the participants;
the true cause of the conflict, although it is often not so easy to discover;
needs and fears of the parties.
He also needs to understand what the relationship was like between the participants before the conflict situation arose.
A manager must first consider people's interests, not their points of view. For example, two people say that each of them definitely needs a whole orange, but there is only one available. This is the reason for the conflict. But if you talk to each of them, it turns out that one needs the pulp of the fruit for juice, and the other - the peel for candied fruit.
Step 2. Constructive idea
At this stage, the manager, having studied the collected information, expresses his opinion on the current situation. He must analyze the reasons and apply conflict management methods to clarify with the participants where their positions diverge. Here it is important to have serious arguments to clearly explain your point of view to the opponent, to show the pros and cons of several solutions.
Experts emphasize that the leader should simply express the opinion he has developed, and not make a final verdict. Therefore, the information should be provided calmly, without pressure from authority or threats.
At this stage, the manager, together with the confli