英国大学论文代写：管理冲突和解决方法
冲突的处理是一个取决于情况的主观性质的问题。这主要取决于问题和冲突。
作为一个初始步骤，必须鼓励员工讨论他们之间的问题，以开发可行的选项。如果员工继续有不同意见，必须有一个调解人参与解决问题。然后项目经理必须确定解决特定冲突的最佳行动路线。以同理心和文化培训为核心的团队建设活动将被给予员工。
英国大学论文代写：管理冲突和解决方法
在工作场所，员工需要接受两种形式的培训。一是技能发展培训。当今时代出现了许多新技术。对于特定行业的员工来说，发展技术技能方面的人才是必需的。
第二个因素是无形的发展过程。无形培训必须注重自我发展和技能发展(Sulsky, 1999)。公司里的人必须找到可行的替代方案，彼此合作，并为相同的方案开发解决方案。技能开发和团队建设的培训必须集中在领导力培训、人格发展、移情、文化培训和冲突管理等方面。这些培训必须结合为公司的个人提供。
英国大学论文代写：管理冲突和解决方法
Management of conflict is an issue that depends on the subjective nature of a situation. It primarily depends on the issue and the conflict.
As an inception step, the employees must be encouraged to discuss the issue among them to develop viable options. If the employee continues to have difference of opinion, there must be a mediator involved to resolve the issue. The project manager must then determine the best course of action to resolve a particular conflict. Team building activities that are cantered on empathy and culture training would be given to the employees.
英国大学论文代写：管理冲突和解决方法
In the case of workplace, the employees need to have two forms of training. One is the skill development training. There are a number of newer technologies that have been emerging in the current times. It is imperative for the employees in the particular sectors to develop the talents that are required for sustenance in terms of technical skills.
The second factor is the development process for the intangible. The intangible training must focus on self-development and skill development (Sulsky, 1999). The people in the company must find viable alternative plan to work with each other and develop solutions for the same. The trainings for the skill development and team building must focus on leadership training, personality development, empathy, culture training and conflict management. A combination of these training must be provided for the individuals of a company.
