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Many people had once faced situations at work when a misunderstanding interfered with work and entailed harmful consequences. Problems are associated with internal communication in the workplace and seriously affect the effectiveness of all processes. It is necessary to solve it promptly by forming a team spirit, and the manager must be neutral to the sides involved in the conflict and lead effective management of subordinate parties.
I experienced a situation at work when the supervisor ordered me to go into the gym with another teacher. The other teacher came into the gym and told me to leave. After the polite refusal and explanation, the teacher began to yell. I left the room and went into the office to describe the situation to the supervisor. The reasons were not clarified properly, and we did not speak for months with that teacher.
Problems in an organization can occur for various reasons. The first prevalent reason is peoples underestimation of the role of communication. People are surprised when another person does something completely different from what was expected. Besides, the difficulty is that some people prefer to work independently and do not like team-building activities. It is necessary to convey the information that influences all colleagues. Therefore, a manager should solve the conflict of employees from a neutral position and endorse cooperativeness. Its primary function is the role of an arbitrator, managing the emotions of all participants in the process (Caputo et al., 2019). The solution methods can be pedagogical, for example, compromise and administrative, withdrawal. It is best to have an interest-based negotiation between the parties. Another reason could be managers inability to coordinate subordinates work. Managers should study administration processes and master the methods of information management.
Many factors can interfere with the usual communication between employees of the organization. Among them, managers may lack understanding of the importance of setting up efficient communication and conducting exceptional work with employees. The development of an internal communication program should begin with an assessment of the management environment followed by the study of the organizational structure and the type of existing communication.
Reference
Caputo, A., Marzi, G., Maley, J., & Silic, M. (2019). Ten years of conflict management research 2007-2017. International Journal of Conflict Management, 30(1), 87-110. Web.
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