Reducing workplace conflict and dysfunctional workplaces
There have been times when I have entered a workplace and just felt the weight of the emotional tension. The air was so thick that it was hard to breathe despite it being a smoke free environment. When you looked around you could see the employees walking around on tip toes with their shoulders slumped over.
The first time I walked into a place and felt this, my first assumption was the leader must be a tyrant. While that is a very understandable assumption to make, after investigation I found this was not the case. Actually the manager was a nice →']);" class="more-link">Continue reading
To me gifts are special things for which I am grateful. It has nothing to do with physical items or monetary value. Gifts are things that I feel have enriched my life. Do you think the same way? I don’t think we are strange because we think this way. I have met many people in my life that have expressed the same sentiment. Have you?
Think about your workplace for a moment. Do the employees communicate positively with one another? Are they gladly working together? Do they care about each other and your business? Are they finding the greater sense of purpose and meaning they so desire? Are the results of your business exceeding your expectations?
You worried? You’re not alone. →']);" class="more-link">Continue reading
In a Harvard Business Review article, The Cure for Horrible Bosses by Rosabeth M. Kanter she talks about the dark comedy film Horrible Bosses and how you can neutralize a bad boss. She states as many as half of American workers feel low levels of employee engagement stem from poor management.
To explain how to overcome the affects of a bad boss she talks about a character Pierre that was placed into a low performing subsidiary as a COO. In the organization, the CEO was an imperialistic and antagonistic boss that immediately resented Pierre’s presence. After a bout of depression, Pierre then sets out to build relationships in the organization. The relationships that Pierre creates over the next several weeks eventually renders the toxic CEO powerless. →']);" class="more-link">Continue reading
For the longest time the Cleaver’s, in the popular 1950’s television show “Leave it to Beaver” was represented as the ideal American family.
June and Ward (Cleaver) were conscience parents that viewed their responsibility for instilling values to their boys (Wally and Beaver) as an duty to the world. They did’t use force or intimidate to teach the boys lessons but used verbal communication and leading by example as the methods.
June Cleaver had a very calm demeanor while she protected the boys from bad influences like Eddie Haskell. Ward Cleaver consistently supervised the behavior and moral education of the boys with a quiet dignity full of understanding.
What happens when your needs aren’t met? Can you recognize this in yourself? What about in others? A valuable outcome of the Systematic Leadership process inherent in the Beyond Morale program is the ability to better understand what your needs are and the needs of others. Why is this important? Continue reading
We all know what is feels like to be a member of a great team. Even if you only experienced it for a short time, you know how fantastic it feels to have strong relationships at work, be stress free, confident, fulfilled, optimistic, and full of gratitude to be a member of a winner. When you feel like you are part of a great team your employee engagement is high. Continue reading
ALBEMARLE, N.C. (AP) — Authorities say two North Carolina high school cafeteria employees have been arrested and accused of trying to poison their boss’ tea. The Stanly County Sheriff’s Office says 38-year-old Angela Johnson and 64-year-old Eileen Hallamore were charged Tuesday with distributing food containing poison. Authorities say their investigation started last month after the county board of education reported a poisoning attempt at South Stanly High School in Norwood. No students were involved. Deputies have not said how the poisoning was discovered or what may have motivated the women. It was not clear if the women have attorneys. They are due in court April 25.
The Next Question You Ask →']);" class="more-link">Continue reading
My wife works for a global organization which allocates significant resources annually to Diversity Recruiting and Training, but is it adding more value and making improvements in how employees view Diversity?
In addition to their investment in Diversity Programs, they also have well developed Mentoring (Coaching) Program. My wife is in Senior-level Management and participates in the mentoring as well as in the Diversity Programs as both a leader and participant. A few years ago, one of the people she mentored had performance issues. Her Coachee, a young African-American woman, spent more time trying to get ahead than focusing on her development issues and work in general. →']);" class="more-link">Continue reading
Is your company plagued with co-worker versus co-worker or leadership versus employee disagreements and petty hostilities? Just because you don’t openly see the workplace conflict doesn’t mean it isn’t present. In many organizations these things are under the surface and live in a passive-aggressive form. In either case, whether apparent or not there are some steps you can take to deal with damaging and unproductive conflicts in the workplace. →']);" class="more-link">Continue reading
A typical manager spends around a quarter of his or her time dealing with conflict; to calculate your costs due to workplace conflict access the People Problems Calculator.
The costs of workplace conflict are very significant. An unhappy workforce – where employees feel undervalued, misunderstood, overlooked or taken for granted – leads to greater stress, low employee engagement, low employee morale, poor teamwork and higher staff turnover.
But a great deal of the conflict in the workplace, at home and in our personal lives can be avoided; it is born out of differences that could very easily be accommodated and resolved.