Your shopping cart is currently empty!
For their successful, good life Information you really need: Government-funded publisher, awarded the Global Business Award as Publisher of the Year: Books, Magazine, eCourses, data-driven AI-Services. Print and online publications as well as the latest technology go hand in hand - with over 20 years of experience, partners like this Federal Ministry of Education, customers like Samsung, DELL, Telekom or universities. behind it Simone Janson, German Top 10 blogger, referenced in ARD, FAZ, ZEIT, WELT, Wikipedia.
Disclosure & Copyright: Image material created by Verlag Best of HR – Berufebilder.de®.
By Simone Janson (More) • Last updated on October 24.08.2022, XNUMX • First published on 10.05.2017/XNUMX/XNUMX • So far 5240 readers, 1392 social media shares Likes & Reviews (5 / 5) • Read & write comments
When two people argue, is anyone happy? Rather not: conflicts on Workplace are rarely productive and can change the working atmosphere for all bystanders sustained poison. 2 X 5 tips on what to do about it.
The fact is: When a conflict is underway, it is time to counteract and resolve conflicts - whether you are involved yourself or others. Of course that does not mean sweeping conflicts under the carpet. But there are a few points that you can take to heart.
As studies show, belong Streit and conflicts are the biggest time wasters at work. So if you want to work more productively, you would do well to avoid conflicts, or at least avoid them fast to solve.
A 2008 CPP study of workplace conflict showed that American Employees Spend 2,8 hours per week in conflict at work. That costs them Companys 359 billions of dollars paid working hours, assuming an average hourly pay of 17,96 US dollars. Expressed in hours, the 385 equals to millions of working days.
In 2012, KPMG Germany demonstrated in its Conflict Costs Study II that cases of conflict in German companies Costs from 60.000 to 3 million euros per year. Solid reasons, therefore, to deal with the topic of disputes and conflicts from the point of view of efficiency and productivity. How do you resolve conflicts or ensure that they do not arise in the first place?
The ideal situation in a conflict would be when both sides have a purely objective opinion about the Problem could talk and work together to find a reasonable compromise. Unfortunately, the reality often looks very different. Because they are emotions in the game – and the desire to win. And they usually make conflict resolution very difficult.
In detail, it looks like this: It is not uncommon for conflicts between colleagues to smolder for a long time, it has built up and suddenly breaks out unchecked. Or you try to irritate and intimidate the other person with small, nasty remarks. However, both only lead to an escalation of the conflict; the level of relationships between the two parties is permanently disrupted as a result. A negotiation about a conflictSolution and a sensible compromise are becoming increasingly difficult as a result.
To make matters worse, that both sides have my right to - and want to win. The management trainer Dr. Cornelia Topf look for the reason in ours Brain. In a study by Yale University, subjects competed against a computer in the well-known puzzle game “rock, paper, scissors”. The subjects could not win any prizes, nor did they have to fear a penalty if they lost. Nevertheless, they were there with all their hearts and, above all, with their brains.
The study found that our brain has a reward center that releases dopamine in a happy event - and that's how we feel lucky. A win in a dispute we're getting right for is such a joyous event. Therefore, one should never underestimate the desire of the people involved in the conflict to win.
But there are various factors that block conflict resolution. You have to be aware of these factors. A practical approach to solving such blockages offers the HarvardConcept for factual negotiation, formulated in 1981 in the book “Getting to Yes” (Roger Fisher, William L. Ury). Objective of this concept is to achieve the greatest possible mutual benefit - beyond all personal sensitivities. And this is how it works:
Of course, this concept is somewhat theoretical. who in Everyday life If you want to avoid conflicts in a very practical and concrete way in individual cases, you should rather follow these tips:
Acquire this text as a PDF (only for own use without passing it on according to Terms and conditions): Please send us one after purchase eMail with the desired title supportberufebilder.de, we will then send the PDF to you immediately. You can also purchase text series.
4,99€Buy
You have Ask about career, Recruiting, personal development or increasing reach? Our AIAdviser helps you for 5 euros a month – free for book buyers. We offer special ones for other topics IT services
5,00€ / per month Book
Up to 30 lessons with 4 learning tasks each + final lesson as a PDF download. Please send us one after purchase eMail with the desired title supportberufebilder.de. Alternatively, we would be happy to put your course together for you or offer you a personal, regular one eMail-Course - all further information!
29,99€Buy
If our store does not offer you your desired topic: We will be happy to put together a book according to your wishes and deliver it in a format of yours Choice. Please sign us after purchase supportberufebilder.de
79,99€Buy
Simone Janson is publisher, Consultant and one of the 10 most important German bloggers Blogger Relevance Index. She is also head of the Institute's job pictures Yourweb, with which she donates money for sustainable projects. According to ZEIT owns her trademarked blog Best of HR – Berufebilder.de® to the most important blogs for careers, professions and the world of work. More about her im Career. All texts by Simone Janson.
Positive feedback from me for the great feedback article. Thank you very much.
Very good contribution to conflict behavior!
Great post, giving proper feedback is so important!
Good text!
I often have trouble with people getting offended when I criticize them. The text really helps me!
“Criticism, feedback culture & conflict behavior: 5 tips against arguments at work by Simone Janson” - Recommended contribution JtmLU9KAGB
Criticism, feedback culture & conflict behavior: 5 tips against arguments at work by
Simone ... via @ berufebilder - Recommended contribution CKena8uQ5N
Criticism, feedback culture & conflict behavior: 5 tips against arguments at work by
Simone ... via @ berufebilder - Recommended contribution r17S6FYTKt
Criticism, feedback culture & conflict behavior: 5 tips against arguments at work by Simone Janson ... - Recommended contribution yhyuofqUdd
Post a Comment