Experts say that incidents in a team are normal, they always happen. Another thing is what consequences they will lead to, whether they will be useful or destroy everything. And here the skills of the manager, his knowledge of methods of conflict management in the organization, the ability to resolve such situations play a huge role. If you let things slide, the incident will negatively affect the work of the staff, managers and the entire company as a whole.
The consequences can be very different - this could be a forced sick leave due to a “slight cold”, or the unexpected dismissal of a leading specialist, who is very difficult to replace.
Negative results of the conflict
destruction of the integrity of the team;
deterioration of the self employed database psychological atmosphere and relationships between employees;
escalating tension and hostility among colleagues;
lack of interest in the overall success of the company;
dissatisfaction with one's own work activity;
mass dissatisfaction with the leadership.
For a manager personally, the negative consequences of a conflict may manifest themselves in an attack on the foundations of his power. It may be based on charisma, legitimacy, reward, coercion, or something else. In any case, a manager should not allow his importance in the company to be destroyed. The team should not doubt that this role is important and necessary.
Conflict initially carries negativity, but at the same time it can help the manager improve the structure of the organization. Clashes in the team show the real state of affairs in the company and expose problems that the management for some reason did not see.
Negative results of the conflict
Positive consequences of conflicts
Conflicts have two major positive consequences. First, shortcomings in business processes become visible and an opportunity arises to eliminate them. Therefore, an incident leads to development. Second, with skillful use of conflict resolution and management methods, such clashes also unite the team.
Positive consequences of the incidents also include:
defusing tensions in relations between employees and departments;
more effective and developing interaction between colleagues;
coordinated achievement of goals;
increasing work activity and motivation to work;
stimulating the growth of qualifications, promoting creativity and rationalization.
Experts believe that an organization without conflicts is doomed to extinction. Or an explosion of such power is brewing within it that eliminating its consequences will require a lot of resources.
The manager's task is to teach employees not to be afraid of incidents and not to try to avoid them. People are imperfect by nature, which gives grounds for the emergence of various kinds of errors. They can be corrected, but for this it is necessary to understand what the essence of the error is and to be able to talk about those points that are not satisfactory. When the subject of the conflict is clear, the right solution will always be found in relation to each of the parties.