As previously discussed, conflict may lead to negative consequences in the workplace. Unfortunately, it is sometimes difficult for employees to resolve disputes among themselves without any intervention from management.
One of the main reasons for this is that, as time goes on, those involved in conflict begin to de-humanizing each other. When this happens, these employees get tunnel vision that prevent them from facing and taking responsibility for their own part is creating the dispute. Mediation, which uses a third-party (mediator) to assist the disputants in resolving the issues they are facing is particularly effective when conflict reaches this level 3 or higher on the workplace conflict scale.
The mediator is neutral and so he/she is very effective in getting colleagues (who may no longer trust each other) to focus on working together to resolve the conflict on their own. In addition to neutrality and objectivity, mediators offer confidentiality i.e. neither management nor human resources get a report on what went on in the mediation. Also, the parties cannot be forced to disclose what took place. Finally, mediators tend to focus on finding win-win solution and are unwilling to assign blame to any of the parties. This will no doubt appease employees who worry about being labeled the cause of the dispute.
It is important to note that mediation is a voluntary process. As such, managers and human resources personnel may not force employees to participate. Because mediation is not yet part of the culture of many organizations, it may seem at first that disputants are unwilling to choose this conflict resolution option. If, however, they are informed of the benefits of the process as outlined in this post, there is no doubt that many more would decide go give the process a chance. Especially if they are told that in mediation, no one will have to agree to like each other; so long as they all believe that the situation has been improved to the point where they can continue to work effectively together, then the mediation will be deemed successful.
As such, managers and human resources personnel should start to explore mediation as soon as conflict approaches Level 3 or higher on the workplace conflict scale. Why? Given the financial costs of conflict in the workplace to employers, it makes great business sense to use this relatively low-cost tool instead of other more expensive and time-consuming legal alternative.
~Here is to Zen in the workplace!
One of the main reasons for this is that, as time goes on, those involved in conflict begin to de-humanizing each other. When this happens, these employees get tunnel vision that prevent them from facing and taking responsibility for their own part is creating the dispute. Mediation, which uses a third-party (mediator) to assist the disputants in resolving the issues they are facing is particularly effective when conflict reaches this level 3 or higher on the workplace conflict scale.
The mediator is neutral and so he/she is very effective in getting colleagues (who may no longer trust each other) to focus on working together to resolve the conflict on their own. In addition to neutrality and objectivity, mediators offer confidentiality i.e. neither management nor human resources get a report on what went on in the mediation. Also, the parties cannot be forced to disclose what took place. Finally, mediators tend to focus on finding win-win solution and are unwilling to assign blame to any of the parties. This will no doubt appease employees who worry about being labeled the cause of the dispute.
It is important to note that mediation is a voluntary process. As such, managers and human resources personnel may not force employees to participate. Because mediation is not yet part of the culture of many organizations, it may seem at first that disputants are unwilling to choose this conflict resolution option. If, however, they are informed of the benefits of the process as outlined in this post, there is no doubt that many more would decide go give the process a chance. Especially if they are told that in mediation, no one will have to agree to like each other; so long as they all believe that the situation has been improved to the point where they can continue to work effectively together, then the mediation will be deemed successful.
As such, managers and human resources personnel should start to explore mediation as soon as conflict approaches Level 3 or higher on the workplace conflict scale. Why? Given the financial costs of conflict in the workplace to employers, it makes great business sense to use this relatively low-cost tool instead of other more expensive and time-consuming legal alternative.
~Here is to Zen in the workplace!
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