There are often times where conflict occurs within an organization, and it can’t be prevented. If it cant be prevented it must be managed. Managing conflict looks to be easy but it is often misconstrued and shrugged off by individuals within an organization. As first time mangers many don’t look at conflict as being a big deal but there is much more to it than it seems. Conflict can do as little as cause someone to quit the job or as big as ten employees quitting. As a manger it is your job to make sure employees needs are met among these many needs is conflict and Maslows hierarchy theory.
Maslow 's hierarchy of needs states that an employees most basic needs must be met before any other needs. These needs include physiological needs …show more content…
Approaching it head on means that you don’t come up with excuses to avoid the conflict and or to procrastinate solving the conflict. Chronic conflict avoiders will end up losing respect of their employees. When employees start to feel uncomfortable at work or have slightly negative emotions, this may mean that a situation of conflict is occurring. When a conflict occurs intervene when the first signs appear. Examples of First signs may often be someone showing up to work three days in a row late or a employee always speaking badly of everyone’s work ethic and they themselves don’t work. This employee is showing signs of pre conflict. Another sign may be a employee always throwing fits or having rages out of no where over small tasks. This can make employees uncomfortable and feel they are in a negative atmosphere. As a supervisor it is your job to notice these early signs and speak with the employee before it escalates. Maybe the employee is having a rough time at home or is having issues with a new team leader, the smallest thing can lead to a conflict. Seek out potential conflict before it becomes a problem. If you are a supervisor and you know that two employees don’t care for one another don’t sit them next to each other, this will prevent future
Maslow 's hierarchy of needs states that an employees most basic needs must be met before any other needs. These needs include physiological needs …show more content…
Approaching it head on means that you don’t come up with excuses to avoid the conflict and or to procrastinate solving the conflict. Chronic conflict avoiders will end up losing respect of their employees. When employees start to feel uncomfortable at work or have slightly negative emotions, this may mean that a situation of conflict is occurring. When a conflict occurs intervene when the first signs appear. Examples of First signs may often be someone showing up to work three days in a row late or a employee always speaking badly of everyone’s work ethic and they themselves don’t work. This employee is showing signs of pre conflict. Another sign may be a employee always throwing fits or having rages out of no where over small tasks. This can make employees uncomfortable and feel they are in a negative atmosphere. As a supervisor it is your job to notice these early signs and speak with the employee before it escalates. Maybe the employee is having a rough time at home or is having issues with a new team leader, the smallest thing can lead to a conflict. Seek out potential conflict before it becomes a problem. If you are a supervisor and you know that two employees don’t care for one another don’t sit them next to each other, this will prevent future