Ever held a differing opinion from your boss? Boasted dissimilar ideas than your co-worker? Been knocked out by a colleague over a disagreement about a project? (OK, so the last one might be a stretch, but it's happened before...) 

    曾經(jīng)觀點(diǎn)和老板的不一致？曾經(jīng)和同事想法不同？由于對(duì)一個(gè)項(xiàng)目看法不一而被一位同事打暈？（呃，也許最后一種有些夸張，不過(guò)這樣的事情真的曾發(fā)生過(guò)……)

    Join the club 大家都是“同病相憐”

    Human resource managers report spending 24 to 60 percent of their time dealing with employee disputes.

    The number of violent incidents in the workplace has been increasing steadily, according to a study by the Society of Human Resource Management (SHRM). Nearly 60 percent of respondents said violence had occurred in their organization during the past three years, and they identified "personality conflicts" as the leading cause.

    Like birth, death, choice and change, conflict is a constant fact of life. It's also a fact of the workplace, especially when you deal or interact with people. While disagreements and differing opinions are normal, even healthy, in work relationships, conflict can cost your company productivity, money and employee satisfaction.

    Fifty-three percent of workers said they lost time at work worrying about a past or future confrontation with a co-worker, according to a recent survey by researchers at the University of North Carolina.

    Twenty-eight percent of those surveyed said they lost work time because they avoided the confrontational colleague, and 37 percent said a hostile altercation caused them to reduce their commitment to the organization. Twenty-two percent said they put less effort into their work because of bad blood at the office.

    "Co-worker conflicts can be one of the most difficult forms of workplace stress," says Gus Stieber, national director of sales for Bensinger, DuPont & Associates, a professional services company. "Understanding the nature of conflict, examining myths, and learning simple conflict-resolution skills can reduce friction and their negative toll on job satisfaction and productivity."

    Reasons for animosity at work run the gamut from weak communication to personality clashes to poor leadership. Whatever the reason, early intervention is the key to managing conflicts before they become crises, Stieber says. 

    導(dǎo)致職場(chǎng)矛盾的原因從溝通不通暢到性格上的沖突或領(lǐng)導(dǎo)力差都有。不論原因是什么，在矛盾升級(jí)至危機(jī)之前，早點(diǎn)介入是解決矛盾的關(guān)鍵。