Conflicts resolutions within integrated systems

Conflicts in past were between people, tribes and communities reflect a point of difference or greedy mindset while conflicts in medical systems reflect high dynamic level of innovation and insistence to succeed. This eagerness to succeed and prove your point creates parallel analytical mentality that could not pass through without actually. When we are talking about system conflicts (errors) that uncover the setback may formerly was not appear in lack of working rush therefore, conflicts help to investigate the systems carefully and put questions for future development. May be this is not much significant for implementer but the most for data architect designers. Human being is completely different because none wants exactly where the key and how was the trigger of it while in most situations they have come due to personal causes not directly related to the work procedures. In funny way; I..Complex plays very important role in this and for more explanation I advice our generous reader to check previous post.

But we have still a question how we avoid conflicts under proper umbrella of communication channels? The 1^st point leads to 2^nd one; how if you have effective communication channels under umbrella of equity and fairness depending on work performance. You are going to pay much less to correct any organization conflicts whereas traditional ways of resolution take more effort and time with limited result in general. Society professional of dispute resolution (SPIDR) has drawn the main guide line of conflict system management. This guide help organizations leader to overcome the main ordinary causes of dispute and reach appropriate resolution fast.

The guide lines of conflicts dispute management programme indicating accountable point of dispute clearly identified and easily appeared. Also to minimize the cost of resolution and investigation and time consuming much considered. In order to point out effective conflicts management systems, we should consider. SPIDR describes in details characteristics and elements required to build most effect dispute management system;

The elements involved including leadership support from top managers, work flow overview to enable managers investigate the real cause of conflict, regular evaluation process that would service the final objective organization yield, training the employees to overcome and handle topics systematically and formerly prepared answers, central coordination and reviewing results tools, effective communication channels & adequate or incentives for early resolutions.

The main characters of conflict management system; promote option to identify and preventing conflicts during working hours through highly effective channel of negotiations. Training the employees to accept differences and solve the conflicts in early stage as possible. Exaggerate multiple access points throughout the organization or enterprise to overview all workers movements and behaviours. Empower the workers to hold the hand of solutions in front of work conflicts to minimize the effect of ordering reflexes.

My advice to managers, avoid power mechanism to solve the work problems because this will result more negatives just keep it simple and try always to know the cause not only dealing with the behaviours neglecting the reasons. Nobody wants to be part of problem but on the other hand; it is not acceptable to many feel vulnerable in working place. Employees are the biggest asset in the organization they can make a lot whether with positive or also negative so, try to keep your asset safe. Full healthJ