Handling Interpersonal Conflict 180

accommodating

Yielding to the other party's demands or needs in a conflict. Accommodating can resolve conflicts quickly but may lead to resentment if one's own needs are ignored.

accommodations

A change to a job or work environment that allows a person with a disability to perform their job duties. Accomodations may include modifying work schedules or responsibilities, providing specialized equipment, and other adjustments and supports.

active listening

Fully concentrating on, understanding, and responding to what someone is saying. Active listening helps prevent misunderstandings.

brainstorm

Generate ideas or solutions in a group discussion. Brainstorming can be an effective way to explore multiple options during conflict resolution.

bullying

Repeated, unreasonable behavior directed at an individual that undermines their work or well-being. Workplace bullying is a serious issue that should be reported to HR.

collaborating

Working together to find a mutually beneficial solution to a conflict. Collaborating often leads to the most satisfying and lasting resolutions by addressing the needs of all involved.

compromising

Finding a middle ground where both parties give up something to reach a resolution. Compromising can be effective but may leave both parties partially dissatisfied.

direct communication

Expressing ideas or messages using explicit, literal wording. Direct communication can help to avoid misunderstandings, but may come across as blunt or excessive to indirect communicators.

discrimination

Unfair treatment of individuals based on characteristics such as race, gender, or age. Discrimination violates labor laws and must be addressed by HR.

ego conflicts

Clashes where individuals are more concerned with winning than resolving the issue. Ego conflicts should be addressed by focusing on common goals instead of personal victories.

empathy

The ability to understand and share the feelings of others. Empathy is essential in resolving conflicts as it helps to see the situation from the other person's perspective.

Equal Employment Opportunity Commission

EEOC. The U.S. government agency responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of their protected characteristics. The Equal Employment Opportunity Commission's laws cover most employers with at least 15 employees, as well as most labor unions and employment agencies.

fact conflicts

Disagreements over the truth or accuracy of information. Fact conflicts can be resolved by verifying the disputed information through reliable sources.

Fair Employment Practices Agencies

FEPAs. A local or state agency responsible for enforcing anti-discrimination laws in their jurisdiction. Fair Employment Practices Agencies handle complaints of discrimination at the local and state levels.

feasibility

The practicality or possibility of something being done. Evaluating feasibility is crucial when deciding on solutions to workplace conflicts.

forcing

Insisting on one's own way in a conflict, often at the expense of others. Forcing a solution can create resentment and damage relationships in the workplace.

harassment

Unwanted behavior based on characteristics such as race, gender, age, or disability status. Harassment is illegal and should be reported to HR immediately.

human resources

HR. The department responsible for managing employee relations, benefits, and compliance with labor laws. HR plays a key role in addressing serious workplace issues like harassment and discrimination.

indirect communication

Expressing ideas or messages using context clues and other non-verbal methods, such as gestures and body language, rather than stating them explicitly. Indirect communication can sometimes lead to confusion or misinterpretation, but may also seem more tactful or diplomatic.

interpersonal conflict

A disagreement or clash between individuals. Interpersonal conflict can arise from differences in opinions, values, or work styles within a team.

jargon

Specialized language used by a particular group or profession. Jargon can alienate or confuse people who are unfamiliar with the terminology.

job security

The likelihood that an employee will keep their job without the risk of becoming unemployed. Concerns about job security can influence workplace behavior and attitudes toward change.

mediator

A neutral third party who helps facilitate the resolution of a conflict. A mediator can assist in communication and finding a solution when parties are struggling to resolve an issue on their own.

meta conflicts

Disputes about how to communicate during a conflict. Meta conflicts can complicate resolution if parties disagree on the best way to discuss their issues.

neurodiversity

Variation in how people's brains function and process information. Neurodiversity includes people with autism spectrum disorder (ASD), attention-deficit hyperactivity disorder (ADHD), dyslexia, and many other common conditions.

policy conflicts

Disagreements over the best course of action or rules to follow. Policy conflicts often occur when team members have differing opinions on how to proceed with a project.

prejudices

Preconceived opinions or biases that are not based on reason or actual experience. Prejudices can lead to unfair treatment and conflicts in the workplace.

productivity

The rate at which work is completed. Productivity in manufacturing operations often measures the number of products produced relative to the amount of labor and resources used to produce them.

protected characteristics

A personal trait that cannot be used as a reason to discriminate against someone. Protected characteristics include race, color, religion, sex, national origin, age, disability, and genetic information.

pseudoconflicts

A misunderstanding that seems like a real conflict but is easily resolved. Pseudoconflicts often arise from simple miscommunications and can be quickly addressed with clear communication.

retaliation

When an employer fires an employee or takes any other type of adverse action against an employee for engaging in protected activity. Retaliation dissuades a reasonable employee from raising a concern about a possible violation or engaging in other related protected activity.

sense of urgency

The feeling that something needs immediate attention or action. A strong sense of urgency can drive productivity but may also cause stress.

shorthand

Abbreviated language or symbols used to convey information quickly. Shorthand can be efficient in familiar contexts but confusing if not everyone understands it.

supply chain

The network of organizations involved in producing and delivering a product. Supply chain disruptions can cause delays and conflicts within the workplace.

value conflicts

Disputes arising from differences in personal beliefs or morals. Value conflicts may require respectful dialogue and compromise to reach an understanding.

withdrawing

Removing oneself from a conflict situation, either physically or mentally. Withdrawing can be a temporary way to avoid escalation but may leave issues unresolved.

workflow

The sequence of processes that a workpiece or work task passes through from start to finish. Workflows in manufacturing start with raw material and end with a finished part.