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Conflicts at work can take various forms. They usually involve two colleagues or an employee and a manager. In order to resolve a conflict successfully, its root cause must first be identified. Two colleagues may not get on well with each other because of a clash of personalities, differences of opinion over work-related issues or for personal reasons. Employees might not like the management style of their manager, or they might feel discriminated against, harassed or bullied by someone in authority. An employee can also harbour a grievance against his or her employer because of unsatisfactory terms of employment or working conditions. Conflicts within teams can take the form of rivalry between colleagues, disagreements over goals and resentment between team members. Common factors that are likely to trigger a conflict are unrealistic expectations, a lack of flexibility, a lack of communication, an increase in workload and various major changes in the working environment. It is important to act before a conflict escalates, so it is a good idea to look out for the following common symptoms of a rising conflict: decreased motivation, lower productivity, low morale, changes in people's behaviour and frequent absences from work. It is important to nip problems in the bud by means of skilful mediation before situations become so serious that they lead to a permanent breakdown in the working relationship or to the case ending up in an employment tribunal.