No Confrontation, only Consensus

Confrontation in the families, societies, nations, corporate world or at the global political societies prevents the development. Though not desired, the confrontation automatically develops everywhere. Various aspects generate conflicts amongst the people working together on the issues of common interest, and this scenario is natural too.  People of different minds and views getting together on a common floor tend to quarrel due to opinion difference

The extreme pressure generated during the execution of time-bound assignment develops confrontations and clashes amongst employees. Certain strict stipulations further ignite the conflicts and ego clashes between the senior people of the organizations, which ultimately worsen the health of the firm and question its survival and prosperity.

In order to secure existence and growth of the firm, “I” approach should be eliminated, and an approach of consensus should be adopted. To retain the talent pool, managers have to lead from forefront with the involvement of the employees. The combined efforts of employees and managers followed by their cordial relationship ensure steadfast growth of the company. To develop consensus type of culture, following strategic aspects are to be considered and human resources department is to act as facilitator.    

1)      Open communication culture: It is often seen in the organization that the information is not passed on to the dealing hands but is stuck up or sometimes retained deliberately at a specific desk. Such situation creates havoc in the organization as the work is delayed due to the stuck up of information. And it is therefore desired that a communication system is open and transparent in all functional areas of the organization. Formulation of policies with respect to Marketing, HR or Production Planning is to be made known to all concerned, and the policies should be very transparent and acceptable to the top management as well as to each employee. Any ambiguity in the policy formulation may create suspicion among employees, which in turn, will discourage the collective efforts put in by them towards achieving the corporate objectives. Management has to work in a scientific and professional manner with collaborative attitude.

2)      Atmosphere of less grievance: In the earlier days, employees did not detach themselves from employment even if they were treated shabbily and rubbed under employers’ heals.  But, now the situation is different. Today’s employees are more talented, and since the job opportunities are plenty, they do not tolerate any unjust, but flee away immediately though their loyalty for the employer is well acclaimed.

Therefore, the chances of developing any grievances amongst employees for the management’s policies should be instantly eliminated at the grass root level, and the employees should be motivated in right perspective by offering them freedom of work, appreciation for their efforts though they are less encouraging and by inducing them with extracurricular activities. Such policies & practices can narrow down grievances to a bare minimum level, if not at zero level.

HR should eliminate chances of confrontation among employees as well as the possibilities of clashes between employer and employees. They should find ways to escape such situations by resolving critical issues to the satisfaction of all concerned.

3)      Strong approach: In any organisation, managers find it an uphill task to keep the flock united when it comes to a newer generation of highly qualified young people. Their aggressiveness, assertiveness and smart way of handling the issues bring remarkable results in a very encouraging fashion; but their rebellious attitude, at the same time, creates hindrance for managers. Instead of getting irritated, managers should counsel them and impart positive elements in them. Governing people of the organizations should know that this is the force, which can divert the direction of wind. Managers need to give them proper direction, show them the best possible way of doing the job and involve them in crucial decision making processes to make them feel their importance in the organisation so that their rebelliousness is converted in to productiveness. This way, the most difficult batch of assets is turned to the highest rewarding lot. 

4)      Clear Picture: Ambiguity in any matter is the mother of all problems. The governing authorities including HR personnel should ensure that the matter presented should be crystal clear to each and every concerned so that even a thin margin of error is diminished. Clarity in the matter enables the managers to prepare precise plans, which in turn, produce targeted results. Accurate action-plans save valuable time by avoiding unnecessary time consuming.  Managers must make their vision, mission and their plans very explicitly to the concerned so that all people, down the level, interpret and reflect the same in their jobs in right perspective. Such environment slims down the chances of confusion, errors and confrontation, and the managers are enabled to guide the folk excellently for their performance.

Managers must make their vision, mission and their plans very explicit to the concerned so that the people, down the line, interpret and reflect the same in their jobs in right perspective. Such environment slims down the chances of confusion, errors and confrontation, and the managers are enabled to guide the folk excellently toward the achievement of targeted goals.