How to deal with the contradiction between the catering staff

How to deal with the contradiction between the catering staff, is in front of the catering business leaders a thorny problem, not good will affect the overall work. So, how to deal with and resolve the contradiction between the catering staff?

1. Different strategies to produce conflict

The same mother born of differences, not to mention colleagues from all over the world. Personality and awareness of the decision of a person's strategy, and each person's personality and awareness is often inconsistent, which leads to differences between people in the strategy, these differences, if not effectively reconciled, will produce conflict. In other words, because people deal with things in different ways, methods, as well as the attitude and importance of the problem held by different degrees, to a large extent, will lead to conflicts between people.

In general, the parties in conflict will not easily give up their own style of doing things for many years, unless the parties really let the two sides recognize their respective methods of work to solve the problem is advantageous or disadvantageous, and with the actual action to tell them the correct way of dealing with the huge benefits that will be brought about by the way, it is possible to resolve the conflict, eliminate friction.

People in an "agitated" state are unable to listen to any of the other side's arguments, and the intervention of a third party will draw the attention of both sides to a **** the same direction, providing the possibility of eventual understanding.

As a leader, you can not arbitrarily say that so-and-so statement is feasible, and so-and-so devalued to nothing. The best way to do this is to speak with facts, which will not only allow both parties to see for themselves the strengths and weaknesses of each other, but will also provide them with better ways of thinking about how to solve problems effectively.

Of course, you can also let them try to do it individually, or have a competition, divide the task into parts, let them deal with it separately, and convince them with the final result.

2. The responsibility is not clear to produce conflict

The responsibility of the department is not clear, or the responsibility of each position is not clear, so it will also cause conflict. Unclear responsibilities are mainly reflected in two aspects: one is that some work is not done, and the second is that some of the work appeared in the phenomenon of cross-cutting content.

Many interpersonal aspects. Conflicts and responsibilities are often confused and entangled together. Perhaps both sides of the conflict are responsible for the problem, however, the main responsibility should still be borne by one person. This is the key to deal with the conflict between the two sides: to clarify the attribution of responsibility.

The first step is to find out the truth of the matter, pay attention to the collection of information about this information, so that in the parties to have "denied" the motive before they use them for the parties to wake up, so as to avoid their embarrassment later. After a sufficient amount of information, a clear attribution of responsibility, the second step is to let both sides to recognize their own responsibility, and then transfer the ownership of responsibility to the person who should be primarily responsible for. Ideally, this should be translated into a new task or issue, which is essential for a successful resolution of the issue and a handshake between the two parties.

3. Personal emotional conflicts

Due to personal emotional factors generated by the conflict is relatively difficult to deal with. Emotional conflict has its transient nature, just as emotional changes, but if not taken seriously, but also in the organization of interpersonal harmony, leaving deep scratches.

Everyone's emotions are unpredictable and difficult to control. The best way to deal with emotional conflicts is to put yourself in your subordinates' shoes. Such as a catering staff in the early morning to work, because of the rush to catch the car forget to take the umbrella, on the road was drenched in wet, worse is the catering staff in the squeeze car and accidentally lost his wallet, although there is nothing particularly valuable, but still half a month's salary hitched in. When he ran into the company, he was already 10 minutes late, obviously, this month's bonus is hanging again. All these encounters are hard to tolerate for a person with a violent temperament, who wants to vent, and eventually gets into a verbal fight with his coworkers, and the conflict arises. To resolve the conflicts caused by these kinds of emotions, you'd better handle it with a loving and compassionate heart.

Remember, here's what it takes to win over that catering employee who's pissed off for no reason. To start working with him, empathy will dissolve the resentment as he puts himself in the shoes of others who are going through what he is going through in his head.

4. Competition for limited resources

Limited resources are scarce, and this scarcity leads to various forms of competition. This competition leads to conflict to some extent. For an organization, its financial resources, material resources, human resources and promotion opportunities are limited, and the competition for these resources in different departments will inevitably lead to conflict between departments.

Inconsistency of values and interests is a major cause of conflict. Values are formed in a person's long-term life practice, it is difficult to change in a short period of time, therefore, the conflict of values is also long-term. The conflict of interest is reflected in two aspects, one is direct conflict of interest; the other is indirect conflict of interest. For example, unfair treatment is a direct conflict of interest; and training opportunities, development opportunities and other issues caused by the conflict, is reflected in the indirect conflict of interest.

5. Role conflict

Because the role of the enterprise is not clear or catering staff do not recognize their own role position, will also cause conflict. For example, a front hall minister unauthorized interference in the normal work of the kitchen department, the two departments will certainly have a conflict between them. In the enterprise, the root cause of role conflict is the role of the enterprise role positioning is not clear, due to the leaders did not carry out an effective job analysis, the relevant enterprise job responsibilities and other documents copied from the model of other enterprises, did not seriously consider whether it is in line with the actual situation of their own enterprises, and this will certainly lead to the role of the enterprise is not clear positioning.

Special Note:

In solving the problem of internal conflict of catering staff, from the overall effect, persuasion is better than high pressure, probation is better than punishment, only to obtain the trust of catering staff, to understand the truth of the contradictions within the catering staff, in order to find the key to solving the problem. Of course, in practice, depending on the actual situation and the actual degree of punishment in accordance with the rules complement each other, the grace and power, in order to resolve a variety of psychological contradictions between the catering staff, therefore, the treatment is particularly important.