The following article is a sample from the full BVOP™ Ultimate Guide and is part of the preparation for the BVOP™'s modern Agile Human Resources Management Professional Certification Program.
While conflicts may result in improved outcomes, they may be a reason for drops in motivation, waste of time and resources, people leaving the organization, or negative organizational image.
The Business Value-Oriented People Management (BVOPPM) office needs to manage the conflicts, reduce their negative aspects and create a positive outcome to some degree.
Conflicts management activities may include:
- Identifying the parties
- Identifying the issues that cause the conflict
- Sharing concerns
- Post-conflict support
Identifying the parties
Identifying the parties may include:
Which specific individuals are involved in the conflict
Conflicts may involve more than two individuals. All of them need to be identified and informed about the conflict, and a session with the BVOPPM office representatives needs to be scheduled.
The roles of the individuals in the organization
Identifying the roles, positions, responsibilities, skills and other attributes that may provide information about the parties involved in the conflict
The context of the individuals
The context (reasons for conflict, concerns, etc) of the parties may provide an initial understanding of the conflict.
Identifying the issues that cause the conflict
Identifying problems may require interviewing the parties directly and investigating problems, emotions, tasks, or events. The root cause of the conflict must be understood.
Sharing concerns needs the participation of everyone involved in the conflict. Concerns and feelings are clearly stated. BVOPPM office representatives listen and collect the shared information.
The BVOPPM office representatives need to define the steps necessary to ensure the cooperation of each party and make a statement of the way it may assist in the collaboration between parties.
Each party shares their needs, demonstrates possible outcomes, or requests specific support from the other party. All parties cooperate on finding possible solutions.
Each party needs to understand the possible solutions, their advantages, and disadvantages, the way the conflict affects the other parties, the organization, and the common business goals. Comprehending the conflict, mistakes, and the emotions felt for the particular issue is required before the parties agree on a specific solution.
Everyone involved in the conflict has to officially agree on the solutions.
A more in depth approval of others' solutions, skills, competence, and emotions is a slow process that may require time. The parties and the BVOPPM office representatives may schedule further sessions where the general acceptance is discussed.
If needed, the BVOPPM office monitors the topics and individuals connected to the conflict after it has been resolved and interferes with advice and support.