團隊內部沖突管理-預覽頁
【正文】 ion ? Performance evaluation ?Workplace violence usually results from suppressed internal conflict STRATEGIES IN CONFLICT RESOLUTION ?Avoidance or withdrawal strategy (low concern for work and people) ? This manager sees conflict as a hopeless, useless experience ? Will ply to avoid disagreement and tension, will not openly take sides in a disagreement among others。 a very manipulative style. NEGOTIATING STYLES ? WinWin Style (Integration) ? Assumes that a solution can be reached that will satisfy the needs of all parties. ? Components of a winwin style: ? Separate the people from the problem ? Focus on interests, not positions ? Generate several possibilities before deciding what to do ? Insist that result be based on some objective standard. CONFLICT ISSUES ? Job Stress ? Stress any external stimulus that produces wear and tear on a person’s psychological or physical wellbeing. ? Burnout a stressrelated affliction resulting when people invest most of their time and energy in a particular activity. ? Work is the leading cause of stress. CONFLICT ISSUES ?Managing Stress ? Work off stress with physical activity ? Talk out your worries with someone you trust ?Learn to accept what you can’t change ? Avoid alcohol and medication CONFLICT ISSUES ? Managing Stress ? Get enough sleep ? Balance work and recreation ? Do something for others ? Take one thing at a time ? Give in once in a while (you aren’t always right!) ? Get a life CONFLICT ISSUES ? Time Management ? How to overe procrastination: ? Set a deadline for starting a task and stick to it ? Get going with something easy ? Reward progress ? Set short and longterm goals ?Make a daily “to do” list and prioritize items on it CONFLICT ISSUES ?Time Management ?Ask yourself, “What’s the best use of my time right now?” ? Use a daily planner and keep it current ? Do it NOW...if possible CONFLICT ISSUES ?Setting Priorities ? A activities most important and crucial to the
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