Dealing with Conflicts is an every day part of management. Avoiding conflicts is the best way and unfortunately not everything can be foreseen. The basic reason of a conflict in most of the times is Ego and it is human nature. Sometimes you get into drifting situations and there is no conclusion when both sides are right. In such situations the person holding the bigger rank should take steps in order to solve it. Otherwise it leaves the team and the management in an in-effective and sometimes produces irreversible actions. The best way to solve this is to bring clarity on both the sides that they stand together for a bigger reason. 

The worst possible thing that can happen is the leader projecting the situation as indecisive and something which cannot be resolved owing to the reason that the other party is mean and immature or likewise.  There will be a problem for the conflict has actually arised and fixed that olive tree issue will help. But most of the times hierarchial politics enter and make the situation even more complex.

The nondirective approach is one effective way for managers to deal with frustrated subordinates and co-workers. Non-Directive is Listening with Understanding. May be the other party needs a clarification or a justification which you are not willing to give. 🙂 It will lead to frustration and can put dangerous events in motion.

Here are some links that can help if you have already started. 

Arthasastra devotes a chapter on Methods of dealing with conflicts, at the state level of course. Indian Tradition has four methods of dealing with conflicts. They are Sama, Dana, Bheda and Danda.  In order Conciliation, Placating with gifts, Sowing Dissension and Use of Force.  They are the best way is to implement it in the same order. 

Conciliation has six kinds. Praising the merits, Using Mutual Connections, talking about mutual benefits, Inducement, Identity of interest, Awards and Honors. Placating with gifts is a common option but it must be from even higher authority. We had a disagreement today and next day you come up with a box of chocs, it will not help. Sowing Dissension for some reason i feel is not Moral. But still it works at national level where Diplomacy and Politics go hand in hand. Use of force is the last option. But may not in the corporate world ! If one uses it in the same order it is called anuloma and if you use it other way round it is called pratiloma.

Golden Arches Theory – Thomas L FriedMan

Thomas actually exposed a new Mc Donald theory behind conflicts between nations.  A very different perspective which states that no two nations which have McDonalds will go to war. Strange as it seems, but thats queit true.  For McDonalds to open business in any nations that nation should have a strong middle class is a good postulate for that.  People dont want wars with nations with big middle class section in other words good economic development.

Like globalization, economic development etc can effect the relations between nations there will be a common usecase in the conflicting parties which is in common interest for them. That is what is the solution !

Some young employees often face resistance from the higher officials in various sectors to do something very new. It means he is content with his life or in other words, he just want to run along with various aspects in his life rather than stand along your side. You are in wrong place ! He is not wrong. FF your life 10 years, you might also be in the same situation.

 “Sit and talk, no one is wrong here, May be there is a door number 3 !” 🙂

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