Conflict Resolution & Behavior styles in Conflict 2013-09-30T10:08:42+00:00

rjesavanje konflikta3

Ability to solve problems and conflicts is crucial for team development, interdepartmental cooperation and for the general quality of life and long term success. Unresolved conflicts do not disappear by themselves. Instead, they only intensify with time. Sweeping the problem under the rug will not solve it, but only delay it. Research shows that when in conflict, employees cooperate less or stop cooperating completely!

Conflict often creates a situation where employees obstruct each others’ work. Also, in a conflict environment, fewer employees use the available information and resources and are more focused on the self-protection and self-preservation. This type of behavior greatly harms the organization by reducing its profitability, reducing productivity, employee and customer attrition and reducing the motivation of other employees to be helpful and supportive of other employee’. However, the process of conflict resolution can be cheap, fast and risk free compared to those consequences.

In conclusion, the damage conflicts causes an organization is enormous and skilful managers can even quantify those losses. We, the external trainers and consultants, can help to resolve these conflicts that slowly but surely damage the work of an organization. Sometimes it is necessary to bring in the “third objective” consultant who will help you resolve these conflicts that inhibits and slow down efficient operation of your organization!

What will you learn:

What is conflict?
What causes conflicts in the workplace?
Signs that conflict exists
Factors which determine behavior of people in conflict
Conflict dynamics
How to eliminate factors that encourage conflict?
Characteristics of a competent manager
Constructive approach to conflict
Approaches to solving conflict in the company [/list]


T.Killman model of behavioral styles in conflict:
Pros and Cons of: Competing, Accommodating, Avoiding, Cooperation, Compromise. Conflict Style Chart. When is each of styles desirable and when not? Learn what style to use in what situation. Handling of complaints. What to do when you have to say “NO”.

Learning Objectives:
To solve existing interpersonal or interdepartmental conflicts and to learn how to constructively act in any given conflicting situation. To learn how conflicts occur, what causes them and how to prevent them in the future. To increase the level of teamwork and team cohesion.

Is this training for me?
Yes! There is no person who, at some point in time, will not cause conflict or simply be drawn into one!

2 days, theory, practical work / simulation and group activities.

This training can be combined with other training programs such as with “Principles of effective communication” and / or “Work with difficult people”, since as such, it will provide the necessary multidisciplinary knowledge and skills to recognize and resolve conflicts the right way.

The combination of different training courses can last from 3-6 days (4hrs per day) depending on the number of selected courses. Training courses are selected together with and according to the client’s needs.