There are three ways of dealing with difference: domination, compromise, and integration. By domination only one side gets what it wants; by compromise neither side gets what it wants; by integration we find a way by which both sides may get what they wish.
Listen first. Give your opponents a chance to talk. Let them finish. Do not resist, defend or debate. This only raises barriers. Try to build bridges of understanding.
A good manager doesn't try to eliminate conflict; he tries to keep it from wasting the energies of his people. If you're the boss and your people fight you openly when they think that you are wrong - that's healthy.
Instead of suppressing conflicts, specific channels could be created to make this conflict explicit, and specific methods could be set up by which the conflict is resolved.
Do something everyday that you don't want to do; this is the golden rule for acquiring the habit of doing your duty without pain.
The right tools for solving disputes within our community are precision instruments such as reason, communication, empathy, curiosity, and understanding. They are also the right tools for building a global civilization of peace and prosperity.
If you can't go around it, over it, or through it, you had better negotiate with it.
Clearly, there aren't enough positive moments or interactions happening in the workplace. As a result, our economy suffers, companies suffer, and individual relationships suffer.
My role was to bring about fairness in the workplace. All I did was implement the laws that were currently on the books.
Power in organizations is the capacity generated by relationships. It is an energy that comes into existence through relationships.
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