This is the way most people start out in life. People will always start out with goals but then they stop moving towards them.
This is a fine world for the person who knows precisely what he or she expects from life and is busy getting it.
We are happiest when we are striving to achieve a goal. When we achieve one goal, it’s a natural human tendency to set another, usually bigger, one. W. Clement Stone calls it inspirational dissatisfaction — the letdown one experiences after a goal has been achieved and before the next step toward a new one has been taken. When you begin to experience that nagging feeling, it’s time to get into action! Make sure you have a long-range plan in place so that when one short-term goal has been achieved, there is a natural progression toward the next.
In business how many times have start up fail before their first customers comes into the door. I have seen many and why? It is simple really it is because there is no communication of services or products to the clients. Why do managers and CEO's fail with staff? Simple again because they may be great at creating policies and procedures but have no idea how to communicate the changes they aspire to take place.
What happens next can be worse because people who do not have the skills become stressed out about any little thing or change that comes their way and thus will feel disconnected from their peers and customers and go into a down spiral and usually never recover from.
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| Conflict is all around us deal with it at the time and do not complain |
How do you or how does anyone define workplace conflict?
We find ourselves at our jobs every day and spending more time there then we do at home. If you are one of the lucky ones you actually have a job that constantly challenges you as a person in your ares of expertise or mentally. There will be times of course when you try to satisfy the needs of the company or the needs of your superiors there will always some type of conflict involved.
As a manager one is constantly dealing with spoiled children and most of the time it is more a behavior issue then anything else and you find yourself mediating all the time. So what is workplace conflict? Well it be defined as a difference of opinions that happens between management or directives that are not explained clearly. I have this article from a connection of a linked in friend which I find to be very interesting regarding conflict.
By Myron Curry
The workplace is your second home. In fact, some of you probably spend more time at work than you do at home. You are indeed fortunate if you have the opportunity to work in a job which you find challenging and interesting. But, however satisfying your job is, there always seem to be some type of conflict.
Workplace conflict happens regularly between team members, departments, managers, suppliers, vendors and sometimes customers. If you are a manager, then the problem of workplace conflict becomes a major issue as you are confronted with it on a regular basis. As one manager complained, it seemed like they were spending more time mediating between people who behaved like spoiled children rather than creative and productive individuals.
In 1998, Professors Gilbert and Kreikebaum have the opinion that even if one party senses or anticipates a disagreement justifiably, conflict may said to exist. On the other hand, Donahue and Kolt (1992) says that conflict is “……..A situation in which independent people express (manifest or latent) differences in satisfying their individual needs and interests and they experience interference from each other in accomplishing these goals”. Can this universal definition of conflict be applied to workplace conflict as well?
The dynamics the workplace is somewhat unique which makes workplace conflict different. Before starting to tackle the issue of conflict in the workplace, you have to keep the following characteristics in mind:
- While some people work because they love the job and truly care, many other need stronger motivation to put in their full effort in the job.
- You do not get to choose your colleagues. Yet, you have to spend a lot of time with them, often in a high pressure situation. This is definitely a recipe for conflict.
- The work environment is a hierarchical structure and employees are interdependent with one another. So, perceived inefficiency on the part of one employee is going to affect the job quality of others.
- There are a number of dynamics operating in the workplace. Interdependence exists between colleagues, between the employee and the manager, the employee and the customer as well as the employee and outside suppliers. Whenever this delicate balance is upset, workplace conflict is the inevitable result.
- Increases in the volume of interactions accompanied by a lack of open and definite communication are another vital ingredient in workplace conflict.
- People with different personalities, cultures and styles must often work together in an interdependent way. Personality clashes as well as a clash of ideas consequently set the ground for workplace conflict.
According to one study by Thomas and Schmidt in 1976, a typical manager spends almost 30% of their time resolving workplace conflict issues. This was followed by another similar study by Watson and Hoffman in 1996 which showed that this time workplace conflict has actually escalated to 42% of a mangers time in recent years.
The fact is that workplace conflict can arise from a series of reasons including differences in work-styles, background and gender, personalities, and skill level. When these types of conflicts go unresolved, they may turn into a much bigger problem down the road.
The ability to address workplace conflict in the early stages is an important component to resolving the issue. Unanswered or unmanaged conflict can escalate can disrupted an organization's growth as workers start spending more time entrenched in conflict than they do working on organizational goals.
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