Document Chunk
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Section : Recognise the signs of conflict
Domain : Human Resource Management
Classification : Not Identified
Context
This chunk is part of the section on "Using best practice to avoid, manage and resolve disputes at work," which emphasizes the importance of recognizing early signs of conflict in the workplace. It outlines specific indicators that employers should monitor to prevent conflicts from escalating into formal disputes, thereby promoting a healthier work environment and effective dispute resolution practices.
Text Content
Best practice employers can identify and address the signs of conflict. By seeing the signs early, they have a better chance of resolving the conflict before it turns into a dispute. Sometimes the signs of conflict can be obvious (for example, if you observe an argument in the workplace). Not all forms of conflict are so visible. Signs of conflict may include:
- lack of employee motivation - an employee might stop participating in team meetings or volunteering to take on new tasks
- a change in behaviour - employees might become more reserved, less engaged or even hostile
- decreased productivity - you might notice less output from your staff, or that they take longer than usual to do their work
- absenteeism - your employees might start coming to work late or taking more time off than usual.
- What are some signs of conflict that employers should look for in the workplace?
- How can early identification of conflict signs benefit employers?
- What might a lack of employee motivation indicate in terms of workplace conflict?
- In what ways can a change in behavior signal the presence of conflict among employees?
- How does decreased productivity relate to potential conflicts in the workplace?
- What are some examples of absenteeism that could suggest underlying conflict?
- Why is it important for employers to address conflict before it escalates into a dispute?
- Can you infer how a hostile attitude from an employee might affect team dynamics?
- What strategies might employers use to resolve conflicts once they identify the signs?
- How might the signs of conflict differ between visible and non-visible forms?