Solutions To Disagreements About How Jobs Will Be Divided
The last of our three types of conflict, conflicts of values, can arise from fundamental differences in identities and values that may include differences in politics, religion, ethics, norms and other deeply rooted beliefs. Although the debate on politics and religion is often taboo in organizations, conflicts of values can arise in the context of labour decisions and policies, such as implementing a affirmative action agenda or caring for a client linked to a corrupt government. The problem with value-based conflicts is that they quickly become a zero-sum game. What we give up to the other, we get. Easy to measure and the resulting profit loss result is inedible. My strategy for this type of problem is 1. There must be a priority intention to pursue or develop a working relationship between the parties. 2. That all financial matters are related to technical issues.
I park the discussion on costs and focus on finding the best technical/technical solution. 3. Once you have the best solution, you can consider the impact of the costs. This discussion will identify options and serve as the basis for trade discussions. The steps are: relationship-report-options-commercial discussions. Separate meetings will only increase mistrust. Trust is the basis for constructive conflict resolution, where team members can disagree and conduct passionate debates that lead to creative solutions. A new Gartner survey of American workers showed that 6 out of 10 were distracted by the election. In addition, 22% said that elections had a great influence on their ability to do their job, and 43% found it difficult to work with a colleague with different political views.
In a Zety study, 83.3% of respondents said they had talked about politics at work. In addition, 22.1% felt despised by their employees because of their political beliefs, and 37.5% felt uncomfortable at work because of political discussions. It is clear that a large part of the population is experiencing some contagion of politics in their work. Negotiators involved in value-based disputes should not seek a settlement in the traditional sense. Increasing our respect for views that go against our people and learning to live with fundamental differences in values and beliefs are laudable goals.Posted on: April 12, 2021, by : greyson