1. Resolving Employee Conflict
A Guide For human Resources
Presented By Group 14:
DeVaan biting Courtney Cantrell,
Andre Fernandes, Shelby Power, Angeleke Vakiaros

2. Objectives Define employee conflict and the causes
Explore the ways to handle and address conflict
Explain how to effectively resolve conflict
Review the 8 steps of feedback
List the Do’s and Don’ts of workplace conflict
Address the outcomes of resolving conflict

3. Employee Conflict
An interpersonal problem that occurs between members of a team, that affects unity.
Conflict that is about one or more of types of legally prohibited discrimination:
Race
Color
Religion
Sex
National Origin
Age
Handicap
Team Conflict is a problem that occurs between two or more members of a team, and affects results of teamwork, so the team does not perform at optimum levels. Team conflicts are caused by the situation when the balance between perceptions, goals, and/or values of the team is upset, therefore people can no more work together and no shared goals can be achieved in the team environment.
Employee conflict often arises when an employee claims that someone else, who has similar skills and experience, is being treated better by the employer, and that the reason can be traced to one of the legally prohibited forms of discrimination.

4. Causes of Employee Conflict
Communication Gap
Lack of Understanding
Clash of Egos
Unclear Objectives
Frustrations/Emotions
Lack of Trust
Lack of Collaboration
Indecisiveness
Different Values/Morals
Compensation

5. Examples of Conflict Damaging Healthy
Disagreements that care communicated in a supportive environment that generates new ideas or ways to problem solve
Tension that increases awareness or sheds light on a growing workplace problem
Damaging
Name calling
Personal attacks
Silent and withdrawn
Cliques, gossip, rumors
Lack of mutual respect

6. Handle & Address Conflict
HOW TO
Handle & Address Conflict
Handle
Define acceptable behavior
Hit conflict head-on
Understand what is in it for you
Importance Factor
View as an opportunity
Address
Avoidance
Collaboration
Compromise
Competing
Accommodation

7. The Do’s & Don’ts of Resolving Conflict
Understand that conflicts are inevitable
Resolve to address conflict quickly
Focus on the problem
Be open to solutions
Acknowledge how employees are feeling
Listen actively
Focus on personality traits that cannot be changed
Interrupt and Attack
Disregard the feelings of the employees
Avoid the conflict
Allow emotions to take over the conversation
Impose personal values or beliefs

8. Mapping the Route to THe Destination…
Steps for Resolution
Acknowledge the situation with all parties involved
Allow each individual to EXPRESS their feelings and/or concerns
Define the conflict
Determine the underlying NEED
Find common areas of agreement
Develop solutions to satisfy needs
Establish necessary actions to resolve conflict and consequences if conflict goes unresolved
Decide if follow-up is necessary and evaluate as discussed
Explore other options if conflict remains unresolved
This slide illustrates more of a timeline or progression for conflict resolution. The slide serves to answer the age-old question, “Where am I now and where do I start?”.

9. 8
Steps of feedback 1
Identify your responsibility for the situation 2
Focus on one problem at a time 3
Oreo cookie technique 4
Find out the other person’s perspective 5
Give analysis of situation 6
Use “I” statements 7
Focus on objective behaviors 8
Offer a suggestion

10. Outcomes Only ONE good outcome Better working environment
Increased productivity
Less chance of future conflict
BOTH parties must work out their differences

11. Management HOW to Manage WHAT Happens Let people tell their story
Bring a reality check to the table
Identify the true impediment
Know when to referee
Do not be swayed by office politics
Problems solved quickly and efficiently
Teamwork and relationships improve
Performance and productivity improve
Stress is reduced and integrity is preserved
Staff morale is increased

12. Avoid Future Conflicts
Takeaway Tips
Positive Resolutions
Address issues face-to-face as soon as possible
Acknowledge views of all parties and remain unbiased
Clearly state the importance of the resolution and intermediate goals to help resolve the conflict
Pause discussion and return later if emotions or bias start to impact decisions throughout the process
Avoid Future Conflicts
Establish well-defined expectations
Encourage open communication with employees
Implement team-building activities to develop trust and bonding within workplace
Approach conflicts with an open mind, allowing each to be an opportunity of growth and learning within the company

13. Summary Defined employee conflict and common causes
Methods available to handle and address conflict
Acknowledged techniques to resolve conflict
Stated the outcomes of resolving conflict
Defined managements role in employee conflict
Provided tips for positive results and how to avoid conflict

14. references
Forbes. Forbes Magazine. Web. 9 Oct < with-workplace-conflict/>.
"Conflict Resolution Do's and Dont's." Conflict Resolution Do's and Dont's. Web. 7 Oct <
"Resolving Conflict Situations." Resolving Conflict Situations. Web. 9 Oct < hr/interaction/conflict/resolving>.
"Resolving Workplace Conflict." Resolving Workplace Conflict. Web. 7 Oct < Conflict.aspx>.

15. Thank You!