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Conflict can arise “when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about” (Robbins and Judge, 2009, p. 485).   Most people hate conflict and would prefer to never have to be a part of it,
How many times over the years have you witnessed otherwise savvy professionals self-destruct because they wouldn’t engage out of a fear of conflict? Putting one’s head in the sand and hoping that conflict will pass you by is not the most effective methodology for problem solving. (Myatt, 2012)
Then on the other side of that coin, we have those who feed off conflict and always seem to be indifferent.
Conflict rarely resolves itself – in fact, conflict normally escalates if not dealt with proactively and properly. It is not at all uncommon to see what might have been a non-event manifest itself into a monumental problem if not resolved early on. (Myatt at. el., 2012)
As a human resources professional, we look at a candidates interpersonal and conflict management skills. In doing so one of the top questions we ask in a job interview’s is how well a candidate handle’s conflict?” This is one of those questions that can be very difficult to answer. The right answer can move you along in the interviewing process and the wrong answer and end the interview.
One manager shared a memorable answer to “How would you handle a conflict at work?” A recent candidate responded: “I’d invite that person to meet me in the parking lot after work and sort it out man-to-man.”Guess what? He didn’t get the job (Skilling, 2013).
When we interview, we are looking for candidates that are positive and that will fit into our corporate culture. Candidates that have similar values and that will benefit by assisting in building the organization.
As a human resources manager, part of my responsibilities is having conflict resolution process and procedures in place. They include approaching the other party with...