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the other party (may be because of status or rank) in a process. An example of this might be failing to include the line-employees in a decision that will affect how they do the job. Solution Acknowledge other peoples contributions frequently. Make the recognition to them. It doesnt count if they dont know about it. If you are in a position to make a decision that will affect another group or individual, get their input. You may not be able to implement their ideas, but you can explain why you are making the change. Role expectations We often define what a good employee is through stereotypes. This often creates tension around perceived competence. If you hear, youre not like ___ or thats not how we do things, those may be clues that role expectations are at issue. Solution Define what the expectations are of your role in company. Are you expected to arrive five minutes early just as the last employee did? Dont assume your job description will answer all these questions. Talk to your boss and colleagues. There are many unwritten rules in an office and youll uncover more of them with more input. If you are a supervisor, be explicit as to what these unwritten rules are to new employees. Have one of the new employees colleagues brief them on these and other aspects of working for this company. Trust Past history, personal encounters, dysfunctional coping mechanisms, urban myth and legend, parties often have low trust that the conflict situation can be repaired. If the parties go through mediation, there can be also low trust that the other party will hold up their end of the agreement
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