The ManicaPost
Kudakwashe Melisa Kapesa : Human Resources
Thank you for your feedback, I value it very much. Last time, our focus was on what to do when your boss proposes love to you or in other words how to act when you have been sexually harassed at the workplace.
One fascinating feedback I received from a reader called Tinashe was that, ‘Dear Kudakwashe, sexual harassment is present in all places, and sometimes victims are caught unaware mainly because the signs are not always clear, therefore I believe in order to uproot the problem of sexual harassment individuals need to be taught fully what sexual harassment is and the signs of sexual harassment so that they will be able to identify it when it comes.
Thank you Tinashe, I agree with you, sexual harassment is indeed everywhere, from the dusty streets to the most respected offices.
Continue emailing me your feedback at [email protected] with your views, comments or even suggested topics.
Today we delve our focus on conflict resolution at work. Conflict is defined as any form of friction, disagreement, or discord arising within a group when the beliefs or actions of one or more members of the group are either resisted by or unacceptable to one or more members of another group (Conflict Today :2015).
Conflict arises from differences and conflict is everywhere because we do not live in vacuum, but we are surrounded by different people who have different views, opinions, values and beliefs.
Furthermore there are different types of conflicts, mainly conflict with self and conflict with others.
Moreover, conflict is not present at the workplace only, but in houses, relationships and even churches.
Therefore the steps I will share with you are not limited to a work setup but are applicable in all settings.
Conflicts are inevitable therefore learning to deal with conflict is crucial.
The first step to conflict resolution is to identify the problem.
What is it that is causing conflict in the first place? Here an individual should be in a position to brainstorm the main cause of the conflict.
For example if two employees from different departments have had a serious argument resulting in tension arising, therefore when resolving the conflict these individuals should first ask themselves, what caused the conflict in the first place?
The next step is to develop alternatives. Alternatives are options which provide viable solutions.
The alternatives should be solution oriented, meaning a viable alternative will not be to start a physical fight with the person whom you have had the conflict with.
Moreover developing alternatives will make you change your perspective.
After developing alternatives, an individual should now select the best alternative. Here you should ask yourself which alternative is best for the situation at hand.
Perhaps the best alternative could be apologising or simply overlooking what the other party said or did to you.
In some instances to effectively resolve the conflict, you should be willing to swallow your pride and become the “bigger” person.
Here you should agree to disagree, meaning you should be willing to forgive and let go.
Once you have selected the best alternative, you should be able to implement it. This simply means putting it into action what you have decided to do and how you have decided to act.
Lastly you evaluate whether the solution worked. If the solution has worked you would have effectively resolved the conflict.
However if the solution fails, do not despair, but simply start over the cycle of conflict resolution, that is identify the problem, develop alternatives, select the best alternative, evaluate and then implement!
To conclude, 10 percent of conflicts are due to difference of opinion and 90 percent are due to the wrong tone of voice!
Therefore, know what to say and how to say it, in order to avoid conflict at the workplace.
Melisa Kapesa is a Human Resources student at Africa University
