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Agree to the Problem

Conflict resolution skills can only come into play when the true problem is identified. Be sure everyone agrees on what the problem is before moving forward. Remember that different roles, interests and conflict resolution styles can cause people to perceive problems very differently. Putting aside individual goals to come to a mutually agreeable and beneficial solution is an important step in conflict resolution.

Brainstorm Possible Solutions

Gathering the involved parties together for a brainstorming session not only helps to resolve the problem quickly, but it makes everyone feel like they are part of the solution. Here are a few tips for successful brainstorming:

o Be open to all ideas. Think “quantity” over “quality.” You’ll probably discard most ideas before the exercise is over.

o Move quickly. Avoid clarifying or evaluating each idea – either can stop creative thinking in its tracks.

o List every idea. Whoever is listing the ideas should not be in charge of editing them.

o Expand on each other’s ideas. Ask for input from the group – this is where solutions are born.

o Be creative. Allow for out-of-the-box ideas, controversy, and even silly ideas. You never know what will inspire the thought that can become the actual solution.

Negotiate a Solution

By this point, it’s possible that all parties better understand each other’s positions and have resolved the conflict. If not, it may be necessary to step in and negotiate a mutually satisfying solution.

Negotiation is a strong conflict resolution skill that professionals can apply to countless situations throughout their careers. By learning effective negotiation skills, human resources professionals can quickly distinguish themselves not only as valuable HR professionals, but as true leaders.

 

 

Describe the HRM Components

On a basic level, human resource management is about recruiting, hiring and managing employees. However, an effective human resource system entails many more aspects of the organization, including organizational culture and ensuring health and safety. With an understanding of these components of an HR management system, business owners and managers can effectively structure their business processes.

Organizational Culture

Organizational culture is the collection of values, working norms, company vision, habits and beliefs that the business espouses. The HR management system plays a large part in shaping the organizational culture. Setting policies, procedures and company standards dictates to employees the behaviors that are acceptable in the workplace. For example, a policy may state that time management is important to the business, which fosters timeliness among employees, or HR may adapt a looser time management policy that values employees' freedom to manage their own schedules. In essence, the organizational culture affects the way people do their work and interact with one another and with customers.


Date: 2015-12-18; view: 743


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