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Over the years I have come across several tools that will put a dollars and sense value on the matter of workplace conflict and the importance of its resolution. There are several assumptions in each of them Jared Allen Salute to Service Jersey , based on academic studies as well as national, international, and industry averages. They calculate the cost of replacing person "causing" the conflict, the number of times you must do so each year, and many other relevant factors.

In the end you can come up with an amount of money Jacquizz Rodgers Salute to Service Jersey , the ACTUAL HARD DOLLAR COST of workplace conflict in your organization, that is overwhelming. So overwhelming in fact that many business owners will decide not to believe the numbers.

Instead, they end up taking the attitude that it is easier to deal with the miserable situation they're in than it is to figure a way out of the cycle of conflict that surrounds them.

Or, and this is the case with most family businesses, they can't get rid of the trouble makers anyway - because they're your kids Hroniss Grasu Salute to Service Jersey , nieces, nephews, uncles, aunts, etc. so it's better not to even undertake the exercise in the first place.

We live in such a microwave environment that we have come to feel Gale Sayers Salute to Service Jersey , in most situations, that if we can't see how the problem - whatever it is, can't be fixed instantly, then its not worth the trouble. And since you know you can't "straighten out" your nephew immediately you just shrug and try to deal with him as best you can.

We fail to remember that it took years, decades sometimes Ego Ferguson Salute to Service Jersey , to get in the situation we're in - so it follows that it will take time and effort to get out of it.

Instead of giving up and living with the conflict, even if it is just the nagging continual low grade stress caused by continual friction - stop and consider that you and everyone around you will be living the rest of their lives in the future you are creating today.

If you won't confront the matter now, you will spend the rest of your life trying to "manage" it.

In my experience the folks who are causing all the problems are not necessarily bad people. Ok, some of them are and since they were dropped on you because you're their uncle or something - you will have to do the best you can even when they are worthless jerks. It's not like they're going away or anything.

So, what can you do? In most cases it's a simple process. Simple because it is pretty straightforward and something you can often do for yourself. But it may be far from easy Eddie Royal Salute to Service Jersey , especially if the individual(s) causing the problems have become so isolated as the problem themselves that they feel an obligation to keep stirring things up. Crazy isn't it?

One time I was meeting with just such a person. I told him that based on my experience with people like his uncles that if he did not get on board and work with them to design a future they could all live together in, that it would bring down the business.

His response, "I know what you're saying Wayne" told me the future of their enterprise. He understood my words, he was a bright guy after all, but he was not going to change. Six months later his aunt send me a clipping from their local newspaper announcing the sale of this seventy year old otherwise successful business. It was tragic for everybody.

What about your company Eddie Goldman Salute to Service Jersey , what is the cost of workplace conflict there? It's possible to detail the dollars and sense cost, but that may not be enough to get you to take action no matter how much it is. You may be saying to yourself that even with these costs we're still doing fine financially so why rock the boat anymore than it already is?

What about the quality of life costs to everyone involved? What about the psychic and emotional cost of wasting time dealing with the results of the conflict? What about the lowered job motivation and reduced productivity created by the conflict and its effect on everyone touched by it?

What about the cost in terms of production and performance when people take sick days when they are not sick, just in conflict. The resulting loss of productivity is the same whether or not the person missing work is the one causing the conflict or the one effected by it.

Have you done this, restructured the business around the problems or the people "causing" them? This is a frequent tactic with family businesses when the offender can't be fired. The result is a sub-optimized organization with extra steps being added to the process, making it all the more difficult to sustain growth and profitability.

No matter how you try to remove them from the loop Dick Butkus Salute to Service Jersey , they still figure out how to insinuate themselves into the situation in ways that cause problems. And if you are still able to be successful, they end up taking the credit for it.

Now if these are not enough reasons to get up and do something about the workplace conflict at your place, perhaps this will.

Often the most devastating cost of conflict comes from the degraded decisions that are being made, by the person "causing" the conflict as well as the innocent bystander. People who make the decisions in your business must have all the honest well considered input possible, in order to weigh the options David Fales Salute to Service Jersey , consider legitimate alternatives, and come to a conclusion.

If the process is being sabotaged with faulty input on purpose the decisions will be flawed. If the person making the decisions has a hidden agenda even though the input is accurate they can still make bad choices for the business.

Imagine the results if a decision inflates your overhead by twenty percent? Or if your profit margin is reduced by ten percent? In every business there are key decisions being made routinely that dramatically impact the future of the business. Normally we believe that they are b

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