In this HR compliance webinar, attendees will learn the strategies to handle workplace conflicts with confidence and how to drive for harmony, reduced drama, and respectful communication. Also, attendees will learn 13 major strategies to manage conflict, 2 models for understanding the dynamics of conflict, and 9 hot buttons that can inflame conflict and what to do about it.
The dysfunctional conflict has destructive consequences and studies show that managers spend 20 - 40% of their time resolving or dealing with conflict. The total estimated cost in US business is $259 Billion. Unresolved conflict is tied to 50% of employee turnover. The conflict that results in a legal action will cost $$$’s – even if you win.
What impact does negative conflict have on your company and what is the personal impact on you? Stress, insomnia, anger, resentment, depression? Do you feel trapped, bullied, or taken advantage of? Do you back down or strike back when you shouldn’t? Is the drama more than you want?
The dysfunctional conflict has a profoundly negative impact at almost every level of business. Fortunately, there are actions you can take to turn it around.
The dysfunctional conflict has destructive consequences and studies show that managers spend 20 - 40% of their time resolving or dealing with conflict. The total estimated cost in US business is $259 Billion. Unresolved conflict is tied to 50% of employee turnover. The conflict that results in a legal action will cost $$$’s – even if you win.
What impact does negative conflict have on your company and what is the personal impact on you? Stress, insomnia, anger, resentment, depression? Do you feel trapped, bullied, or taken advantage of? Do you back down or strike back when you shouldn’t? Is the drama more than you want?
The dysfunctional conflict has a profoundly negative impact at almost every level of business. Fortunately, there are actions you can take to turn it around.
Bob Verchota Bob Verchota, SPHR, is the President and owner of RPVerchota & Associates, a human resources and management practices consulting firm. He has over 30 years of human resources and operational leadership experience. His most recent corporate assignments include serving as VP Support Services, VP of Ancillary Services and Human Resources, and VP Human Resources. Focus areas include organization change and employee development, talent acquisition, risk management, compensation and benefits, labor and employee relations, performance improvement, and other operational issues. Academic pursuits include an undergraduate degree in Business Administration, graduate degree in Healthcare Administration (MHA), and doctoral work in Organization Development EdD …
Better Business Writing - How to Write Right
Report Writing Techniques for Audit Professionals
Here We Go Again! The DOL is increasing the Overtime Thresh…
Performance Management: Dealing With The Difficult Employee
Multi-State Tax Issues for Payroll 2022
A Comprehensive Guide to Reg Z Open-End Credit Compliance
Breaking the Silence on Mental Illness: Bringing Supportive…
Strategic Interviewing & Selection: Getting the Right Talen…
Developing a Risk-Based Audit Program Draft
Regulation E - Basics and Error Resolution
FDA Audit Best Practices - Do's and Don'ts
Fatal Errors Employers Make When Updating Employee Handbook…
Understanding and Analyzing Financial Statements
Top Areas of Interest for the EEOC: Workplace Bias Topics Y…
Critical Thinking - Skills and Competencies needed to succe…
I-9 Compliance-ICE is Stepping Up Its Compliance Audits. Ar…
Fatal Errors Employers Make When Updating Employee Handbook…
Tame the Abrasive Leader to Create a Pathway of Respectful …
Emotional Intelligence: Mastering the Emotions of Great Lea…