Dear seniors,
This a situation I came across with one of my friends office.
How to handle the situation if seniors are having cold war within the department?
How to tackle the situation and manage between both teams.
Regards,
Deepak
From India
3This a situation I came across with one of my friends office.
How to handle the situation if seniors are having cold war within the department?
How to tackle the situation and manage between both teams.
Regards,
Deepak
From India
Dear Deepak,
There should not be situation of cold war at all and that too at the level of senior managers.
The situation shows that (a) how weak the top leadership (b) inability of the leadership to eradicate the negative conflict and substitute positive conflict in its place (c) inability of the leadership to orient everybody towards one goal.
To tackle this situation, intervention not from the bottom but from the top is required. If some person continues with his/her truant activities, he/she may be given a boot. Secondly, top management should follow principle of equality to the core and maintain equal distance from everybody.
Ok...
DVD
From India, Bangalore
There should not be situation of cold war at all and that too at the level of senior managers.
The situation shows that (a) how weak the top leadership (b) inability of the leadership to eradicate the negative conflict and substitute positive conflict in its place (c) inability of the leadership to orient everybody towards one goal.
To tackle this situation, intervention not from the bottom but from the top is required. If some person continues with his/her truant activities, he/she may be given a boot. Secondly, top management should follow principle of equality to the core and maintain equal distance from everybody.
Ok...
DVD
From India, Bangalore
Hello Deepak,
My thoughts resonate completely with Mr Divekar's.
This is a 'Leadership Crisis/ Failure' and needs to be addressed from the top. Reporting it to the HR Head may be a good idea. Hopefully, some action may get initiated - else, subordinates will find it very difficult to deliver.
Regards,
Sumant Khare
From India, New Delhi
My thoughts resonate completely with Mr Divekar's.
This is a 'Leadership Crisis/ Failure' and needs to be addressed from the top. Reporting it to the HR Head may be a good idea. Hopefully, some action may get initiated - else, subordinates will find it very difficult to deliver.
Regards,
Sumant Khare
From India, New Delhi
These are common situations in corporates. Just that the seniors are smart enough to manage it and beautify it so as to avoid making it so obvious to the others especially top management.
Now what is to be done if two seniors are quarreling in cold. A few Dos and Donts :
1. Do not try to mediate between them - You would become a victim in their unyielding war of superiority.
2. Listen and try obey to the reporting superior of them. In case you are not in agreement with his thoughts, discuss with him directly and follow-up as per his advise.
2. Decide what is best for the organization - Stay unbiased and do the best to your conviction. The organization recognizes your strength in adversities.
3. Project both of their opinions in true value of organizations interest - When talking about each other, make the other understand the positive side of the opinion. This could bring them closure and resolve the conflict.
4. Avoid discussing about the conflict with other colleagues - this would do no good to you , in fact it would tarnish your image for giving publicity to their bitterness.
5. If their conflict is getting more and more intense impacting your work, be bold and take it up to the senior management to intervene and close it soon.
Praveen Kambhampati
From United States, Ogden
Now what is to be done if two seniors are quarreling in cold. A few Dos and Donts :
1. Do not try to mediate between them - You would become a victim in their unyielding war of superiority.
2. Listen and try obey to the reporting superior of them. In case you are not in agreement with his thoughts, discuss with him directly and follow-up as per his advise.
2. Decide what is best for the organization - Stay unbiased and do the best to your conviction. The organization recognizes your strength in adversities.
3. Project both of their opinions in true value of organizations interest - When talking about each other, make the other understand the positive side of the opinion. This could bring them closure and resolve the conflict.
4. Avoid discussing about the conflict with other colleagues - this would do no good to you , in fact it would tarnish your image for giving publicity to their bitterness.
5. If their conflict is getting more and more intense impacting your work, be bold and take it up to the senior management to intervene and close it soon.
Praveen Kambhampati
From United States, Ogden
I fully agree and endorse your views.
A subordinate should always give a subtle impression in his working and behavior that, 'I am aware of your conflict but I am least bothered about it. I am loyal to organization and my work and not to individuals. Do not expect me to become party to your conflict. I will be upset and will complain to higher management, in case I am anyway affected by the conflict'
Off course saying it is easy than doing it and will have to use lot of tact to do it.
Thanks & Regards
From India, Pune
A subordinate should always give a subtle impression in his working and behavior that, 'I am aware of your conflict but I am least bothered about it. I am loyal to organization and my work and not to individuals. Do not expect me to become party to your conflict. I will be upset and will complain to higher management, in case I am anyway affected by the conflict'
Off course saying it is easy than doing it and will have to use lot of tact to do it.
Thanks & Regards
From India, Pune
Dear all friend
I am Hari Narayan Mishra, Working as an Education Officer in Central Board for Workers Education an organisation under Ministry of Labour & Employment, Govt. of India and presently posted at its Ghaziabad Regional Centre, with this centre we cover 15 District of western U.P. under this Scheme, we provide training/Educational programme to various industries in our respective area on soft skill/ behavioural /Quality, Environment , Health, Safety, Productivity etc . for this we charge little fees which will be directly sent to Nagpur HQ in Director, Central Board for Workers Education, Account.
our faculties are very experienced, learned,& most competent & qualified .
So many industries/organisation are being benefited from our training programme .
any industry/organisation in western U.P. may contact us for these training programme for thier employees.
Hari Narayan Mishra
Education Officer
CBWE GZB
9891619986
From India, Lucknow
I am Hari Narayan Mishra, Working as an Education Officer in Central Board for Workers Education an organisation under Ministry of Labour & Employment, Govt. of India and presently posted at its Ghaziabad Regional Centre, with this centre we cover 15 District of western U.P. under this Scheme, we provide training/Educational programme to various industries in our respective area on soft skill/ behavioural /Quality, Environment , Health, Safety, Productivity etc . for this we charge little fees which will be directly sent to Nagpur HQ in Director, Central Board for Workers Education, Account.
our faculties are very experienced, learned,& most competent & qualified .
So many industries/organisation are being benefited from our training programme .
any industry/organisation in western U.P. may contact us for these training programme for thier employees.
Hari Narayan Mishra
Education Officer
CBWE GZB
9891619986
From India, Lucknow
Dear Dinesh,
The point of contention is not whether a certain condition should exist or not. The fact is that a certain condition exists and the root cause could be anything as stated by you and a solution/suggestion is sought to tackle or come out of this situation.
I would suggest that the Mr.Deepak explain to the higher management that his condition has become like a bettle nut between the blades of a cutter and that they should take necessary action.
Rajendra.
From India, Pune
The point of contention is not whether a certain condition should exist or not. The fact is that a certain condition exists and the root cause could be anything as stated by you and a solution/suggestion is sought to tackle or come out of this situation.
I would suggest that the Mr.Deepak explain to the higher management that his condition has become like a bettle nut between the blades of a cutter and that they should take necessary action.
Rajendra.
From India, Pune
Dear Deepak,
I am with the side of Praveen Kambhampati because, even if it is not visible or clearly visible, we can sence it in most of the companies, since this is a common problem. Every department/Heads are thinking that their department is superior and without their department, this company will collapse. I have worked in 3 companies and I have seen this common problem everywhere. It’s a type of ego problems. Accounts are thinking that, since Finance is the main area, and marketing ppl are thinking that with out their dept. the business wont move and of course our HR have high complex than everyone (even thought most of the common company employees are thinking that, the HR ppl are the persons who have no work)
Plz follow what Praveen Kambhampati has said, NEVER become a mediator or take a side of any of them. Do as your immediate supervisor assigns to you. If the matter get more worse, then present it to the TOP authorities!
Thanks and Regards
DANy
Executive HR, UCC, Kerala!
From India, Ahmadabad
I am with the side of Praveen Kambhampati because, even if it is not visible or clearly visible, we can sence it in most of the companies, since this is a common problem. Every department/Heads are thinking that their department is superior and without their department, this company will collapse. I have worked in 3 companies and I have seen this common problem everywhere. It’s a type of ego problems. Accounts are thinking that, since Finance is the main area, and marketing ppl are thinking that with out their dept. the business wont move and of course our HR have high complex than everyone (even thought most of the common company employees are thinking that, the HR ppl are the persons who have no work)
Plz follow what Praveen Kambhampati has said, NEVER become a mediator or take a side of any of them. Do as your immediate supervisor assigns to you. If the matter get more worse, then present it to the TOP authorities!
Thanks and Regards
DANy
Executive HR, UCC, Kerala!
From India, Ahmadabad
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Lifes Tug Of War.zip