About Conflict Management

UCSD promotes a positive approach to resolving problems in the workplace through both informal andformal conflict management.

About conflict

When employees work together, they may have conflicting goals and workstyles. Because of this, conflict is a normal part of doing business. However, if you know how tohandle conflict and how to interact with difficult people, you can turn this potentiallydestructive force into an opportunity for creativity and greater productivity.

Examples of situations that can cause conflict:

• Absenteeism
• Misunderstandings or lack of information
• Changes in the workplace
• Actions taken by a supervisor
• Evaluation of work performance
• Personal situations that affect work performance

Informal conflict management

In informal conflict management, supervisors or employees may initiate a problem-solving process aimed at settling differences fairly, at an early stage, in an open manner, without retaliation, and as close as possible to the source of conflict. Informal conflict management may include mediation as a problem-solving strategy.

Formal conflict management

When conflicts can’t be resolved through individual discussions, employees may initiate a formal conflict management process by filing a complaint or grievance. Steps in formal conflict management may include a fact-finding investigation, a hearing, or arbitration.

Notice: The information on this page summarizes provisions of university policies and/or collective bargaining agreements. Refer to the Personnel Policies for Staff Members (PPSM) or applicable collective bargaining agreement for full text of referenced information.

Human Resources

Conflict Management

• About
  • Formal Conflict Management
  • Informal Conflict Management
• Employee Relations/ Conflict Management
• Handling Workplace Conflict
• Interacting With Difficult People
• Responding to Complaints or Grievances