| A radio interviewer recently asked me if I
thought there was more conflict in the workplace today than in the past. After thinking
about it, I replied, “Yes, I think there is more conflict today.”
Here Are 3 Main Reasons Why There Is More Conflict In The
Workplace Today Than In The Past:
1. Today’s workplace is much more egalitarian.
We have flatter chains of command, dotted line
relationships, and primarily knowledge workers who are capable of making decisions
themselves and have the freedom to move on to another job if they don’t like the way
they are being treated.
In prior years, the workplace consisted of a clear
authoritarian structure and chain of command. Workers obeyed orders, kept their gripes and
personal issues to themselves, and did their work. If they failed to perform effectively,
they were immediately fired and replaced.
2. Today, people of all ages from all over the world have
come to work together.
They have different values, goals, behavioral expectations
and prior experiences. Yet they are expected to work together without really understanding
why all the misunderstandings between them occur.
3. Women are now in the workplace in equal numbers to their
male counterparts.
Generally speaking, women are much less accustomed to
following a chain of command than men. Most men grow up participating in organized sports
where they are taught how to obey. Although some women are now active in sports, many more
grow up playing creative games that didn’t have any particular organization or chain
of command. In games like house, girls take turns in varying roles.
Although we’ve come a long way towards understanding
each other and working harmoniously together in the workplace, there are still behavioral
differences in teasing, flirting, confronting, aggression and simple communication styles.
Solutions To Conflicts In The Workplace
Clearly, these workplace issues are here to stay. How can
we handle them? How can we change certain elements? Here are some of my ideas:
Dealing with Different People in the Workplace
Your organization is going to continue to have people of
all genders, ages, cultures, styles and expectations working together. You need to provide
them with:
• A common culture with clearly defined behavioral
expectations. This includes policy, procedures, statements of corporate values and culture
– and the follow through to hold people accountable.
• Diversity training that teaches how to manage
different people as well as how to get them to cooperate at meetings and other group
forums. Your organization needs to delve into training. Trainers need to understand
cognitive and communication styles, values around politeness and dealing with superiors,
as well as issues of pride, humility, conformity and all the other differences that cause
conflicts in the workplace.
• Acceptance and recognition of the differences, so
your organization doesn’t try to have a “one size fits all” method of
managing.
• More attempts to help each other clear up
disagreements and misunderstandings – rather than passing judgment and deciding who
is right and who is wrong.
Management Style and Hours Worked
When management creates a clear set of guidelines as to
work expectations and measures success rather than time spent, it will be easier for
people to know what to do because the parameters are clear. Here’s what your
organization can do to avoid conflicts in the workplace related to management styles:
• Publish policy, procedures, values, expectations,
and guidelines. Since there no longer is a supervisor with a whip looking over each
worker’s shoulder, it is these documents that guide your employees’ behaviors.
• Managers need to learn how to correctly manage
different individuals to enable each person to be successful. Some people need more
instruction and others need to be left alone to create. Some are more trustworthy than
others and can be relied upon to know their own limits and decision-making authority.
Others need to be managed more tightly.
• The quality and the quantity of the work should be
rewarded, not time. Managers need to stop the subtle and not-so-subtle remarks about not
seeing a worker on a Saturday or early in the morning.
• Employees need to have flexible time whenever
possible. Some jobs require attendance at set hours. Most do not. People with young
children at home might want to go home for a few hours in the late afternoon and return
either to work, or to their home computer after their children have been put to bed.
• Recognize that less is often more. If people get to
relax, have a family life, recreation, and pleasure, they are almost always more
productive and creative during their working time.
Although conflict is here to stay, it certainly can be
mitigated by taking the needs and differences of people seriously and by teaching them
about each other and how to work together. Stop being afraid and start being kind. |
