Causes of Conflict

 Conflicting resources. Employees rely on accessing resources, such as technology, office

supplies and meeting rooms, to perform effectively. ...
 Conflicting styles. ...
 Conflicting perceptions. ...
 Conflicting goals. ...
 Conflicting pressures. ...
 Conflicting roles. ...
 Different personal values. ...
 Unpredictable policies.

Contingency planning is defined as a course of action designed to help an

organization respond to an event that may or may not happen. Contingency plans
can also be referred to as ‘Plan B’ because it can work as an alternative action if
things don’t go as planned.

There are seven steps outlined for a contingency plan which are as follows:

Develop a Contingency Planning Policy Statement: This will provide the authority and
guidance necessary to develop the plan.

Conduct the BIA (Business Impact Analysis): The BIA will help to identify and prioritize
information systems and components that are critical in supporting the organization’s
mission/business functions.

Identify Preventive Controls: Preventive controls are measures taken to reduce the
effects of system disruptions. They will increase system availability and reduce
contingency life-cycle costs.

Create Contingency Strategies: These are thorough recovery strategies that ensure the
system will be recovered quickly in case of a disruption.

Create an Information System Contingency Plan: This should contain detailed guidance
and procedures for restoring a system after emergencies occur. These procedures will
be unique to the system’s security impact level and recovery requirements. Each third-
party vendor must be prepared for working within the bank’s contingency plan during
and after emergencies.

Provide Plan Testing, Training and Exercises: Testing your plan will ensure that
recovery will be successful while training prepares personnel so that they know how to
act in case of emergency and with regards to putting the plan into effect.

Ensure Plan Maintenance: The plan should be updated regularly to remain current with
any changes made within the organization.
 When you run a business, risk comes with the territory and can occur in the form of
accidents, natural disasters, financial risks, IT attacks and more. Be sure you are
prepared by providing comprehensive contingency planning in your workplace.

For a thorough look at the contingency planning process, consider the steps below:
 Create an official policy. ...
 Gather your resources. ...
 Use risk assessment. ...
 Draft your plan. ...
 Test your plan. ...
 Update your plan. ...
 Brainstorm unlikely scenarios.

The key elements of a contingency plan are “protection, detection, and recoverability.”

Why Do We Have Stress?

When we “feel stressed” our brains and bodies trigger a series of adaptations to deal with threat.
We are preparing to react to danger by fighting, running, or hiding.  This biological system is
highly effective for coping with certain threats, such as a tiger stalking you in the jungle.  You
don’t negotiate with tigers.  You don’t innovate.  If you want to survive, you run like heck, or
hope you’ve got a big sharp stick handy.
Adapted for these “survival threats,” our bodies respond to stress by shutting down many
systems related to long-term thriving (such as immunity, reproduction, empathic response, even
analytical thinking) and put all the body’s resources into core muscles.  It means that when we
feel stress, we are biologically programmed to be less creative, less compassionate, less
visionary.
While it may feel as if the tigers are lurking, today few of us face this kind of threat.  Instead we
face ongoing, persistent threats tied to complex relational issues such as doing more work with
less, talent shortages, and economic uncertainly. At work, the “tigers” are often other people;
according to the Workplace Vitality research, over 70% of challenges in the workplace are
people-related.
 4 Tips for Dealing with Stress
1. Practice Mindfulness. Take a few deep breaths. Notice your behavior and feeling without
judgment or reaction.
2. Label Affect. This is a “neuroscience” way of saying: Name what you’re feeling. “I am feeling
(nervous/anxious/stressed/overwhelmed).”
3. Reframe Your Thoughts. Shift your mindset to look at your current situation from a
different perspective. For example, view your stressful situation as a challenge you have been
prepared to overcome.
4. Shift to excitement. From a biological perspective, feeling anxious is nearly the same as
feeling excited: Quick respiration, dilated eyes, sweaty palms, fast heartbeat. Can you view your
stress as excitement that you will ride out?

On-the-Job Training Methods – 6 Most Popular Training Methods: Job Instruction,

Coaching, Mentoring, Job Rotation, Apprenticeship, and Committee Assignments
 Job Instruction Training (JIT)
 Coaching.
 Mentoring.
 Job Rotation.
 Apprenticeship Training.
 Committee Assignments.

On-the-job training

On-the-job training, also known as hands-on training, involves gaining the necessary
skills to excel by completing the duties associated with the role. This training method
allows you to maximize time as new employees typically begin working immediately
following their hire. There often involves a job shadowing component, where a more
skilled employee works closely with the new employee to monitor and mentor them.
Typically, this also allows the new employee to gain insight into the role in specific
contexts.

Coaching and mentoring

Mentorship or coaching is an unstructured or semi-structured training program that

allows employees to learn from better skilled or senior employees. You can adopt this
training method to supplement other training techniques to help ensure the development
of employees. In addition, mentorships are beneficial because they offer employees
development opportunities and encourage positive and long-term relationships with
other employees. This can also help them settle into their role and feel welcomed in the
workplace.

While mentorship is beneficial, it requires senior employees to devote time to training

other employees. This requires dedication from senior employees and sometimes may
need to involve an incentive. Regardless, the long-term benefits of this training method
are considerable and can help create a more productive workspace.

Related: 11 Questions To Ask a Mentor

Instructor-led training

Instructor-led training, also known as classroom-style training, involves an instructor

directing employees in-person. This is a traditional training method that involves the
instructor preparing and leading employees while using visual components. This training
style mimics traditional classroom settings and has various benefits, including an
opportunity for interaction between trainees and instructors. For instance, trainees can
request clarification and ask questions on various subjects to improve their
understanding.

Implementing this training method may be challenging for large groups. For instance,
when a classroom has many trainees, it can affect interaction. In-person monitoring is
mandatory throughout this training method, requiring trainees to keep pace with the rest
of the group. To help ensure the success of this method, it's essential to maintain high
energy and take regular breaks to help ensure the experience is engaging for trainees.

Roleplaying

Roleplaying is effective in industries that require frequent customer or client interaction.

It involves a trainee and trainer acting out specific roles related to potential work
scenarios. These scenarios usually involve conflict or crises, allowing employees to
practise how to handle difficult circumstances.

For instance, in the customer service department of a company, role-playing involves a

trainee playing the part of a customer care attendant and reacting to a customer's
complaints. The trainer plays the role of the customer while the trainee practises
resolving conflict and tension created by the trainer. This helps to prepare the trainee to
handle such situations or similar situations if they happen in their duties.

Films and videos

Videos are now increasingly popular as a training tool, as they allow companies to train
employees efficiently and effectively. Some employees who learn better from visual
strategies prefer films and videos for their training rather than reading materials. It
involves explaining complex topics or issues using videos that employees can easily
access and watch at their pace. Usually, video training can make difficult or boring
material more demonstrative, interactive, and engaging.

This training come in various forms, including:

 Animation: This style involves explaining complex topics using visual

illustrations and is appropriate for topics that are difficult to record.
 Live-action: These videos are very demonstrative and display
interactions using role-play displays. They provide immersive training for
candidates.
 To-camera: This involves a narrator speaking directly to a viewer. It is a
lecture-style approach where the narrator communicates the relevant
information to listeners.
 Screen recorded: This involves recording information on a computer
screen. It is a suitable approach to direct employees on using a new
digital tool by recording a step-by-step video of the process.
Related: What Does an Animator Do?
Case studies

Case studies are relevant and often the best training method for developing problem-
solving and analytical skills. It involves giving an employee a scenario that is like a
typical work situation or problem. Employees then analyze the case, either as a group
or independently, and develop the appropriate solution. This training method allows
employees to recognize issues they may encounter in the workplace. It also allows
them to identify and develop possible solutions to manage such situations. When they
actually occur, employees are better prepared to handle the issue since they can apply
the skills they learned in a similar case study.