Thảo luận tiếng anh 1.3: conflict at work

English 1.3
Assigned work
Numbe
r
Name Assigned work
1 Vu Thi Dung How do manager deal with conflict at work?
2 Nguyen Thanh Hai Examples of event where conflicts were deal with
successfully.
3 Le Thi Diem Hanh
4 Le Thi Thu Hien How do manager deal with conflict at work?
Synthesizing of assignments.
5 Le Thi Viet Hoa What is a conflict at work?
6 Nguyen Chi Hieu Introduction + slide
7 Tran Dinh Hieu Why do they need to resolve these problems?
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English 1.3
The table of evaluation
Numbe
r
Name The
completion
time
The
results
The
score
1 Vu Thi Dung On time Good A
2 Nguyen Thanh Hai On time Good A
3 Le Thi Diem Hanh Late Not good C
4 Le Thi Thu Hien On time Good A
5 Le Thi Viet Hoa Late Good B

6 Nguyen Chi Hieu On time Good A
7 Tran Dinh Hieu On time Good B
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Introduction:
The workplace is a not like a family; it is a place in which we need to get on
with others and it is assumed that we will find this easy and straight forward.
Instead, the reality of many workplaces is that it is often fraught with conflict.
People with different ideals, goals, values and needs totally different always
easily lead to conflict, even if the level of conflict is low . Conflicting results may
lead to mutual animosity. However, conflict can result in employee
dissatisfaction, reduced productivity, poor service to clients, and increased
employee turnover, increased work-related stress. If you know the address in a
scientific way, know where they are one of the driving forces breakthrough for
your business. To successfully resolve conflicts that arise in the work is not easy
it requires you to know exactly the origin arising conflicts and provide
reasonable solutions. This discussion addresses the following questions:
 What is conflict at work?
 Why do they need to resolve these problems?
 How do managers deal with conflicts?
 Examples of event where conflicts were dealt with successfully.
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Let’s start!!!
 What is a conflict at work?
In my opinion, the definition of workplace conflict is that it involves the
perceived or actual clash of expectations between individuals or groups. These
may be expectations about: how people should behave; how and when they
should work; how much they should be paid and for what; to name a few. The
expectations of everyone in the workplace interplay and the extent to which

there is a clash between those expectations will impact on whether or not there
is a workplace conflict. In my experience, these expectations regardless of
where the power lies in the relationship between people and must be factored
into the design of any strategy to minimise the risks and to maximise the
opportunities associated with workplace conflict.
Broadly, workplace conflict may be categorised as either an individual
conflict (e.g. interpersonal conflict) or collective/rights based conflict.
 Why do they need to resolve these problems?
• Conflict is an inevitable natural phenomenon in the work environment,
and does not go away contrariety.
• If well resolved, conflict can bring benefits to the organization.
• If the resolution is not good, small conflicts will result in greater conflict
and eventually will break hard Conflict can lose solidarity and efficiency in the
work of the group or company. Improper management will generate conflict
within the company. It will soon grow if not resolved satisfied. And when
solidarity is lost, the job requires the collaboration will become the obsession of
the staff.
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English 1.3
An unresolved conflict will look like a pimple with pus on the surface and
affect the people around relations or employee involved to conflict. They will
feel like you are walking on eggshells, and this will contribute to a hostile work
environment for everyone. In the worst case, the group members may begin to
divide your faction, and of course the group was torn apart.
 How to managers deal with conflicts?
There are 4 steps for managers deal with conflicts:
1. Diffuse the Situation
Take the time to really listen to and acknowledge the different points of
view of your team members. Show them that you value and respect their
opinions and are interested in finding the best solution that works for the team

as a whole.
2. Be Prepared to Say No to Create Boundaries
If one specific employee is trying to be controlling or difficult, clarify the
objectives of your team and let the person know what their role is within the
team. Be prepared to say no to ideas that just don't work within your team's
framework. Be mature and objective and make sure that you are not attacking
anyone with your language.
3. Open Up the Lines of Communication
Conflict can escalate if the lines of communication between you and your
team are closed. Stop by to informally talk to different team members. Make
sure that your team is aware of your vision and how they fit into it. Set up clear
development plans and expectations so your team can see how achieving
certain goals will enable them to progress in their careers while adding value
to the company.
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