新西兰项目管理学论文代写：处理步骤
新西兰项目管理学论文代写：处理步骤
接受——有时，如果在确定的情况下，解决人格冲突的关键是在有关各方或个人之间有一点相互理解和友善。这是一个众所周知的事实是，当一个人接受个性差异，同一显著解决或扩散的摩擦和防御的程度。
保持专业——每个员工必须以专业的方式履行职责。重要的是，每一个参与确定的情况的人在交往中要有礼貌和冷静，并与其他各方沟通。如果双方都保持专业，即使在人格差异的情况下，冲突也很容易预防。换言之，个人或当事人必须以专业的方式对待和处理每一种情况，注意他们的语调，同时确保沟通的语气不是敌对的，是适当的。
找到源头–经理，同事，甚至是有关个人或政党必须尝试识别的识别冲突的主要来源（Babcock & laschever 2003）。众所周知，冲突主要是由于观点上的差异而引起的，因此，无论是参与的个人还是双方都能更好地理解冲突，努力解决矛盾。
把它交给管理层——在这种冲突似乎无法在更短的时间内解决的情况下，员工甚至可以向管理层或上级部门说明整个情况和争论。据估计，像管理人员这样的第三人进行有效调解可以很容易地解决冲突（尼克尔森2012）。一些公司被发现为新员工和现有员工举办了一些重要的培训和研讨会，这样他们就不会卷入或卷入任何形式的冲突。
新西兰项目管理学论文代写：处理步骤
Acceptance – Sometimes, as in the identified situation, all that is essential to resolve the personality conflict is a little bit of mutual understanding and kindness amongst the concerned parties or individuals. It is a well known fact that when an individual accept the personality differences, the same significantly resolves or diffuses the extent of friction and defensiveness.
Stay professional – It is essential that each of the employees conduct his / her duties and responsibilities in a professional manner. It is important that each of the individuals engaged in the identified situation be courteous and calm during interactions and communicating with other parties. If both the parties remain professional, even in the situation of personality differences, the conflict can easily be prevented. In other words, the individuals or parties must take and deal with each situation in a professional manner and watch their tone, while ensuring that the communicational tone is not hostile and is appropriate.
Find the source – The managers, colleagues, or even the concerned individuals or parties must attempt to recognize the key source of the identified conflict (Babcock & Laschever 2003). It is a well known fact that the conflicts mostly arise due to the differences in perspectives, thus it is highly important for both the engaged individuals or parties gain a better understanding of the conflict to work toward the resolution of the same.
Take it to management – In the situation where the conflict does not seem to resolve in less time, the employees can even take the whole situation and argument to the management or higher authorities. It is estimated that effective mediation by a third person like management can easily resolve the conflict (Nicholson 2012). Some companies are found to conduct certain significant training and workshop sessions for both the new and existing employees, so that none of them get involved or get engaged in any kind of conflict.
