Let’s walk through a common conflict example. Two employees, Ted and Jamal, have been having a conflict the last couple of days. It gets to the point that Jamal comes to you and tells you that Ted is trying to turn the other employees against him.
So what do you do? A common response is you bring Ted and Jamal together, listen to their stories, decide which one is right, and pick a plan of action to ‘fix’ the problem, right? No! You may have solved the problem between them, but now you have a conflict between one of your employees and you. You do not want to be seen as a perpetrator by any of your employees.
So, how should you resolve conflict in your workplace? The next four lessons will walk you through the Facilitation Model. This will help you resolve workplace conflicts without having to step into the conflict and come out the bad guy. The steps to the Model are: Equalize Power, Manage the Discussion, Seek a Solution, and Follow-Up.
Incorrect Conflict Mediation
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Question 1 of 3
Put the step of a traditional attempt to resolve a conflict in the correct order.
Supervisor brings the employees together
Supervisor listens to their stories
One person is happy and the other is now mad at the supervisor
Employees have a conflict
Supervisor plays 'savior' and picks what the best solution is
Question 2 of 3
My commitment this month:
Grading can be reviewed and adjusted.Grading can be reviewed and adjusted.
This response will be awarded full points automatically, but it can be reviewed and adjusted after submission.
Question 3 of 3
How's it going? Are you on track?CorrectIncorrect