What should be paid attention to in the settlement of interpersonal conflicts?

When there is a conflict in the stepfather's relationship, you should pay attention to it.

1. Calm down for a while.

If you find yourself in the middle of a heated argument, what you should do at this point is to get away for a while and calm down. Take a walk or talk to a clear-headed friend to calm your mind. If you just need a break, take a nap or take a break.

Take a deep breath before you leave, and tell the person that you will discuss the topic with him later, because the reason you are leaving is so that you can better solve the problem with him when you return.

Respect each other. No matter where you are, always remember the good in others. Keep their shortcomings at bay and give the respect you want unconditionally to others.

Even if you're angry, try to be kind. Doing so may turn you from screaming to crying, but you'll find yourself getting closer to the source of the problem. When you get to the root of the problem, you start solving the problem.

Find the reason from yourself first.

Start by asking yourself about your responsibilities in the argument. How did you become the "**" of this debate? What can you do to quell this controversy? Oh, apologies? Do you know how to apologize? Here are the 3 steps I learned to apologize::

I'm sorry. It's all my fault.

What can I do to make up for my mistakes?

Why is it all?

From your point of view, what exactly is the reason for this controversy? What do others think is the reason for this controversy? Do you have some common points that can also be used as a simple and effective way to resolve arguments?

Necessary and needy.

Be clear about what you need. Then ask yourself "What do I really have to do?" ”。

Pursue what you need, and you can be flexible in what you need. What is necessary refers to what is difficult to survive without, and what is needed refers to what is personal preference. You may not have everything you need in interpersonal relationships, but you may get everything you need.

If you're not getting what you need, then the relationship needs to be reconsidered.

The speech should not be too difficult to listen to and too rushed, because when there is a conflict, the speech is too much to add fuel to the fire, and the things that were originally one sentence, depending on what you say, big things become small things, or small things become big things.

If you don't have the ability, then you have a little less temper. If you control your temper well, there will be fewer conflicts, and the relationship will be eased.

Accept the inevitability of inconsistencies or conflicts.

Learn to quarrel and communicate openly to resolve conflicts.

It's a long time ago, I remember that it seems to be answering the content of the chapter on international relations, and I can't remember it clearly, it seems that there are different interests, different psychology, different regional customs and culture... You look through the book yourself, it seems that high school politics also has this chapter.

1. Conflict between rights and responsibilities.

The workplace is a team, but there are inevitably ambiguities in the work, and everyone wants to have more power to make decisions, but at the same time they want to have as little responsibility as possible. This state of mind is particularly prone to conflict.

2. Conflicts arising from hierarchies.

It is not easy to communicate clearly and accept each other's opinions, and there are differences in the way people at each level think when faced with work tasks.

3. Conflict of Interest.

Performance appraisal and promotion are important indicators to measure work performance, and everyone wants to be able to perform at their best, but it is likely to accidentally or unconsciously infringe on the interests of others and lead to conflicts.

Fourth, poor communication skills.

They only care about speaking their own words, regardless of whether others want to listen or not, sometimes they lack listening and empathy when communicating, lack clear expression, and blame the other party when they misinterpret information.

5. Personal characteristics.

Poor emotional control, poor work ability, lack of respect for the rights and interests of others, and lack of empathy.

6. External factors.

Stress caused by family factors or personal competitive factors can lead to emotional out-of-control.

1.The principle of equality in interpersonal communication, first of all, we must adhere to the principle of equality, whether it is official or private, there is no distinction between high and low, to communicate as a friend, in order to make deep friends; Don't feel inferior because of short working hours, lack of experience, and poor economic conditions, and don't be arrogant, these mentalities will affect the development of interpersonal relationships.

2.The principle of compatibility refers to the harmonious relationship between people, tolerance and tolerance when getting along with others, to take the initiative to interact with others, make friends, make good friends, not only make people similar to themselves, but also make people with the opposite personality, seek common ground while reserving differences, learn from each other, deal with the relationship between competition and compatibility, and better improve themselves.

3.Principle of mutual assistanceInterpersonal communication is a two-way behavior, mutual care, mutual assistance and reciprocity, is the objective demand of interpersonal communication, everyone in life will inevitably have difficulties and need help from others; At work, they also need to cooperate with each other, support each other, and work together in their respective positions; Helping each other is a traditional virtue of the Chinese nation.

4.The principle of sincerity is the guarantee of the continuation and development of interpersonal communication, and people treat each other with sincerity in order to understand, accept, trust, and unite. As far as life is concerned, it is difficult to achieve success and happiness by relying only on the meager strength of individuals, and mutual trust, respect for others, modesty and prudence and civility and politeness can establish good interpersonal relationships.

The first principle of dealing with interpersonal conflicts is to maintain fairness and justice and prevent the situation from escalating!

Compromise refers to a situation in which the parties to a conflict make concessions to each other in order to reach an agreement.

Avoidance refers to the tendency to withdraw or be neutral in the face of conflict, and managers with avoidance tendencies not only avoid conflict, but often take on the role of communication between the two sides of the conflict. When asked to express his attitude on an argument, he often excuses himself by saying, "I don't have a deep understanding of the issue," or "I have to gather more information," and so on.

Smoothing refers to minimizing the differences between the two sides of the conflict in the case of a conflict, and emphasizing the common interests of both parties. The main purpose of this approach is to reduce the tension of the conflict, and therefore it focuses on the emotional side of the conflict rather than the actual aspect of its resolution, so it naturally has limited success.

Coercion refers to the use of the power of rewards and punishments to dominate others and force others to comply with the manager's decisions. In general, coercion can only satisfy one of the parties to the conflict. Managers who often use this management style to resolve conflicts is a sign of incompetence, and managers with this tendency usually believe that the conflict is one party loses and the other party must win, and often uses threats such as demotion, dismissal, and bonus deduction when dealing with conflicts with subordinates; When faced with a conflict with a peer, try to please the superior to gain the support of the superior to oppress the other party.

Cooperation refers to the willingness of both parties to the conflict to understand the internal causes of the conflict, share information on both sides, and jointly seek solutions that are beneficial to both parties.