This stage is characterized by individuals within the group exerting themselves, or becoming determined. You can also look at the challenges of sub-group formation or leadership roles. Power ...

The research work of Kenneth Thomas and Ralph Kilmann in the 1970s led to the identification of five styles of conflict and the development of a widely used self-assessment called the ...

1. Pick your battles carefully. However, it’s debilitating to yourself and your team if you turn everything into a conflict. Some battles just aren’t worth fighting. Example: ...

Conflict arises when one or more person tries to ensure their preferred outcome is achieved to the exclusion of the preferred outcome of others. Causes of conflict within an organization ...

Techniques below aim to help managers to understand the complexities of conflict management. 1. Be aware of conflict 2. Take a considered and rational approach to conflict 3. Investigate ...

Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict. The aim of conflict management is to enhance learning ...

Having examined the situation, decide what kind of action is appropriate. Ask yourself: › Is this a serious matter or relatively trivial? Could it become serious? › Should organisational ...

Stay calm and ensure that you are able to take a considered, rational and impartial approach to the situation. If you are personally involved, you may need to ask someone else to handle ...

Keep your eyes and ears open for changes in workplace climate and any early signs of developing conflict. Don’t turn a blind eye to symptoms of hidden conflict. Conflict can only ...

Staff-line conflict can be defined as the disagreements and jealousy between operating managers/units and staff/support managers and units. Human resource managers have long suffered ...