Labour dispute resolution: examples

Conflicts arise. It is inevitable. They arise when there are people with different expectations in the same team. This makes the management of such problems critical. The labour dispute resolution, The use of the term "misunderstanding", examples of misunderstandings between two partners or large-scale discussions, can be carried out in a variety of ways.

But, most importantly, it is important to bear in mind that conflict can be avoided if, at the outset of a discussion, you take some measures to facilitate communication.

What are labour disputes?

The labour disputes are the clashes that occur between individuals or departments, breaking the harmony of their relationship. The factor that generates this unpleasant situation of disagreement may be emotional, organisational or cultural, among others.

A conflict has different phases. It starts with the realisation of differences between the parties and the appearance of a triggering factor, which generates the clash. This is the start of the conflict, which takes the form of arguments, verbal disagreements and other signs that the fight has already begun.

During the development of a conflict, individuals express their differences and put forward their reasons. If, at that point, the situation can be redirected, it may lead to agreement, finding an area of common interest: the solution to the problem.

If the parties are not able to make concessions and seek the global good, the well-being at work, If no one in the organisation intervenes to prevent the escalation of the labour conflict, it will progress. And it will do so by dragging with it other people and dragging on for a long time. This makes it impossible to resolve labour disputes.

The longer it takes to resolve such a situation, the more complex it becomes and the greater the negative consequences. Even the smallest of problems, if left unchecked at the right time, can lead to major war and divisions.

What are the causes?

As we said, the causes of conflicts at work can have very different origins. From a difference in thought processes to a different perception of reality; from the attitudes of some to the lack of understanding of others.

Clashes of interests are also common in business, as are disputes resulting from excessive pressure. They are types of labour disputes which are common examples in organisations.

Conflict can change relationships and turn good colleagues into enemies, and those close to them into members of two camps that would destroy the health of the working environment.

What types of conflicts at work can there be?

In addition to the different types of labour conflicts according to the causes that we have just seen, there are other ways of classifying these situations that put the harmony of the company at risk.

Depending on the parties involved, there are three types, which need to be analysed and understood in order to be successful in resolving labour disputes:

1. Interpersonal Conflict. It boils down to the stakeholders, who may play roles at the same level within the organisation, or have a superior-subordinate relationship. Sometimes this type of conflict will involve people who are not in the workforce, such as suppliers, distributors, partners or even customers of the company.
2. Intradepartmental Conflict. This type of dispute involves several people in the same work area and may have been caused by the failure to resolve an interpersonal conflict between two of its members.
3. Interdepartmental conflict. This type of conflict occurs when the tension generated by disagreement or differences involves different people from different areas, weighing down both functions and damaging the atmosphere of the company to a greater extent.

Depending on the outcome, conflicts in the workplace can end badly, for example, in complaints, talent dropping out or loss of customers. That is why it is so vital to know how to deal with workplace conflict resolution quickly and efficiently.

Resolving labour disputes: examples of disaster-preventing attitudes

It would be great if companies could resolve these disputes before the parties had to spend money on litigation, or to prevent an employee from being fired or before the client or employment relationship disappeared forever..

Some conflict resolution techniques (examples such as the three we will see below) are as simple to apply as they are useful and help to avoid and resolve this type of problem, which is so frequent in companies in the initial stages.

Every people manager should aim to develop new conflict resolution skills. Examples such as the following are a good starting point:

1. Keep calm. What leads to conflict is escalation because, as anger escalates, most of us stop listening to understand. Instead, we begin to apply selective listening, which is detrimental to the situation. Staying calm is essential and, to achieve this, we must try to shift the focus away from the specific problem and look at the bigger picture. If you think about it, almost all disputes are eventually resolved. So why not start resolving from the present moment?
2. Active listening. During an argument, listening is often used to form a counter-argument to prove that you are right. When most of us are confronted, the first thing we do is stop listening. The only way to resolving labour disputes is to listen carefully to what the other person is saying. They may surprise you with good arguments. Also, Anger is a secondary emotion, usually triggered as a defence mechanism to cover up pain or fear. It is a secondary emotion, usually triggered as a defence mechanism to cover up pain or fear. When someone is angry, there is usually some pain or fear that they feel ashamed of, or that unconsciously makes them act out in anger.. Listening to him or her will help you build a bridge that will help you move towards a mutually satisfactory solution.
3. Accentuate the positive. It is important to find or create some common ground with the other party.. As well as being useful in moving towards joint problem-solving, it is a way of empathising that serves to normalise the situation and create calm.

The importance of a good working environment

Knowing how to manage problems, prevent misunderstandings and carry out effective workplace conflict resolution, using examples of techniques such as the three above, is essential in the workplace.

In addition, it is also important to work on the working climate, to ensure that values such as fairness, respect and team spirit prevail.

Ensuring pleasant physical conditions in the office, recognising successes and celebrating them, for example, with Edenred Gift, The fact that motivation and job satisfaction levels remain high contributes significantly to minimising tensions. which could lead to the emergence of problems between co-workers.

Are the keys to resolving labour disputes now clear?