CZ
blog
Here, we'll share our insights, highlights and practical tips for using the app.
We probably all intuitively know that unresolved or misunderstood conflicts in a work team will have a negative impact on the performance and well-being of the team. The consequences of failing to handle disputes can result in lack of focus, psychosomatic problems, avoidance of colleagues, dislike of work, and even absenteeism. A number of studies and surveys have already been conducted on this topic, looking at the issue from many angles.
Most partnership problems today are not caused by fatal conflicts, but rather by frustration with the changing roles of men and women and the helplessness of trying to understand each other or even raise children.
Conflict or even differences of opinion are often automatically considered exclusively negative. The education system and how we are raised certainly play a part in this. We have learned that disputes 'spoil' relationships and so we prefer to keep quiet and avoid them. What other reasons usually lead us to do this?
Although both parties benefit from an effective resolution of a dispute, we often end up with an ineffective approach. Therefore, if you ever find yourself in a conflict situation, try to answer the following questions first:
Most of the time, we know that we should resolve a dispute or a problematic issue and yet we avoid doing so. We hesitate, not wanting to disturb the seemingly more acceptable "peace of arms". In the area of relationships, we thereby erode mutual trust and lose the opportunity to strengthen the relationship in the future by finding a solution together. It does not matter whether the relationship is a partnership, a working relationship, a neighbourly relationship or a business one.