介绍了职场冲突的类型，原因及解决方案
可学习关于职场人际关系的表达
文章有点长，但语速非常友好，可作为跟读的材料。
建议在学习前先做完听力题目哦。
听力原文：
Over the years, attitudes towards workershave changed considerably. After all, there was a time when workers had norights at all, and laboured in appalling conditions. Conditions have improved alot, but conflict in the workplace is still common.And human resources managers nowadays need to be able to deal with it whennecessary.
What is conflict in the workplace?Definitions vary, but I'm taking it to refer to a whole range of behavioursthat the victim finds unacceptable. from minor,harmless arguments to - at the opposite extreme - physical violence.Much of this is covered by the term bullying. by which I mean one or morepeople behaving abusively or aggressively againstanother who is in a weaker position. Although all behaviour like this isa form of conflict, not all conflict can be described in these terms.
As with all human behaviour, there arenumerous reasons for it. But often it's caused by someone who feels the need toshow their superiority over someone else, inorder to feel that they aren't at the lowest level in ahierarchy or a group of people.
In some cases, one person simply dislikesthe other, on the basis that the personality of one isin some way incompatible with that of the other person. A general habitof optimism in one person could make them intolerant ofa colleague who's constantly pessimistic -not that that justifies treating them badly, of course.
Some conflictsarise when people are more interested in promoting themselves and their teamthan in the company as a whole. These conflicts are called ‘structural', andcould come about, for example, when a sales team believe they are the onlypeople in the business who do any useful work, and look down onbehind-the-scenes administrators.
Conflict obviously affects the individualsconcerned — the situation is likely to be very stressful for victims, resultingin their absence from work, possibly for months. For the company, if no effort is made to deal with conflict, it can spiral out of control, and even lead to the breakdownof the business.
Some interesting work with chief executives- CEOs 一 has uncovered some of the reasons why they maytreat colleagues badly. Many CEOs combine two apposing characteristics: confidence — that is, the belief that they're capableof great achievements - with a high level of anxiety,a fear of missing targets, whether set bythemselves or by the directors of the company. This combination can make them respond badly to anyone who questionstheir decisions.
In a high-pressure working environment,such characteristics become problematic. And it’sparticularly difficult to tackle the situation where colleagues, managers andboard members are all trying to achieve their own visions. When they can'tagree on strategic issues and on where they see the business going, there are realproblems.
For managers at lower levels within theorganisation, it might seem that an autocratic form of management -- where thechief executive gives orders and everyone else has to obey - would see moreconflict than others. Interestingly, though, a company with a more democratic business model, can suffer more when uncertainty about who to report to leads toconflicting demands.
Now I'll say a little about dealing withthe type of conflict that has ha harmful effects. Of course the ideal is to prevent it arising in the first place. A goodmanager, at any level, will make efforts to earn therespect of the people who they work with, particularly those who reportto them.
That will involve politeness in allcommunications, and treating them as equals who happen to have a different rolewithin the organisation.
Sometimes, of course, conflict does occur,and can get out of hand. In such cases the human resources department oftengets involved. However, if one of the parties in a conflict sees humanresources as simply a mouthpiece for the chiefexecutive, then an external mediatormight be able to help. By talking to both sides, and trying to find the truthof what’s been happening, they can build a clear picture of the situation, andgive feedback that both sides will accept, precisely because they'reindependent.
更多学习资料
请关注公众号：我学习我骄傲
用户评论