{"id":213,"date":"2015-12-15T13:47:11","date_gmt":"2015-12-15T13:47:11","guid":{"rendered":"http:\/\/xnspy.com\/blog\/es\/?p=213"},"modified":"2015-12-30T13:51:50","modified_gmt":"2015-12-30T13:51:50","slug":"son-los-conflictos-en-la-oficina-realmente-perjudiciales","status":"publish","type":"post","link":"https:\/\/xnspy.com\/blog\/es\/son-los-conflictos-en-la-oficina-realmente-perjudiciales.html","title":{"rendered":"\u00bfSon los Conflictos en la Oficina Realmente Perjudiciales?"},"content":{"rendered":"

\"Conflict-managment\"<\/a><\/p>\n

Las t\u00e9cnicas de direcci\u00f3n tradicionales siempre le dicen que hay que evitar el conflicto a toda costa. Parece natural pensar que todas las formas de conflictos son improductivas, pero si lo reconsidera y piensa realmente en c\u00f3mo afectan a su organizaci\u00f3n, se dar\u00e1 cuenta de que en ocasiones las peleas pueden resultar beneficiosas.<\/p>\n

Eso no quiere decir, desde luego, que todas las formas de conflicto sean buenas. Hoy nos estamos enfocando en los \u201cconflictos saludables\u201d que mejoran el rendimiento del grupo. Estas son algunas de las cosas que usted, como jefe, puede instigar en su personal:<\/p>\n

Pelear sobre Hechos<\/h2>\n

Una manera de mantener el conflicto saludable es promover una cultura de informaci\u00f3n en su compa\u00f1\u00eda. Las diferencias personales surgen cuando las peleas son sobre opiniones. Esto quiere decir que sus empleados est\u00e1n empleando datos limitados para llegar a una soluci\u00f3n. Contar con una cultura de informaci\u00f3n les alentar\u00e1 a concentrarse en datos realistas en vez de en opiniones. Con el tiempo, las peleas ser\u00e1n sobre hechos m\u00e1s que sobre opiniones personales, y el conflicto ser\u00e1 menos personal y mucho m\u00e1s l\u00f3gico. Su compa\u00f1\u00eda contar\u00e1 con datos irrefutables en los que basar sus decisiones, mejorando el rendimiento en general.<\/p>\n

Evaluar MUCHAS Alternativas<\/h2>\n

Algunos pueden pensar que tener pocas alternativas eliminar\u00e1 el conflicto, pero rara vez es ese el caso. Cuando hay solo dos alternativas, por ejemplo, es mucho m\u00e1s f\u00e1cil polarizar a su personal. La situaci\u00f3n se convierte en un \u201cnosotros contra ellos\u201d en vez de ser un proceso meditado y constructivo. Por esa raz\u00f3n deber\u00eda alentar a su personal a desarrollar cuantas m\u00e1s alternativas sean posibles. Cuando las opiniones est\u00e1n menos polarizadas, sus empleados tomar\u00e1n los mejores elementos de cada alternativa y desarrollar\u00e1n para usted la mejor soluci\u00f3n h\u00edbrida.<\/p>\n

Trabajar por Objetivos Comunes<\/h2>\n

Es bueno tener conflicto en la compa\u00f1\u00eda si todo el mundo est\u00e1 trabajando por los mismos objetivos comunes. Si el conflicto est\u00e1 tirando de la compa\u00f1\u00eda en distintas direcciones, ah\u00ed es donde los jefes necesitan intervenir y eliminar el origen. Mientras haya discusiones saludables y oposiciones organizadas que ayuden a identificar los fallos en el sistema precedente, estar\u00e1 alentando la innovaci\u00f3n y la creatividad en su equipo. La innovaci\u00f3n operacional crea organizaciones extraordinarias.<\/p>\n

Mantenga un Tono de Humor<\/h2>\n

Es agradable inspirar un sentido del humor en la compa\u00f1\u00eda y en sus recursos humanos. Al invitar una cultura relajada facilitar\u00e1 las discusiones y la toma de decisiones por parte de sus empleados. Puede mantener un tono de humor mediante algo tan simple como las bromas durante reuniones, o algo m\u00e1s sistem\u00e1tico como \u201cd\u00eda para traer a tu mascota\u201d o la organizaci\u00f3n de concursos de bromas de oficina. Las compa\u00f1\u00edas con mejor rendimiento son las que se divierten m\u00e1s.<\/p>\n

Todos Cuentan<\/h2>\n

Cuando sus empleados se sienten escuchados en la compa\u00f1\u00eda, es m\u00e1s probable que aporten nuevas ideas y que indiquen d\u00f3nde puede haber fallos para ayudarle. Si no se sienten parte de la organizaci\u00f3n, caer\u00e1n en la complacencia, manteniendo el rendimiento del grupo bajo m\u00ednimo, lo que nunca resulta productivo.<\/p>\n","protected":false},"excerpt":{"rendered":"

Las t\u00e9cnicas de direcci\u00f3n tradicionales siempre le dicen que hay que evitar el conflicto a toda costa. Parece natural pensar […]<\/p>\n","protected":false},"author":2,"featured_media":214,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[4],"tags":[],"class_list":["post-213","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-monitoreo-de-los-empleados"],"yoast_head":"\n\u00bfSon los Conflictos en la Oficina Realmente Perjudiciales? - Blog oficial de XNSPY en espa\u00f1ol<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/xnspy.com\/blog\/es\/son-los-conflictos-en-la-oficina-realmente-perjudiciales.html\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"\u00bfSon los Conflictos en la Oficina Realmente Perjudiciales? - Blog oficial de XNSPY en espa\u00f1ol\" \/>\n<meta property=\"og:description\" content=\"Las t\u00e9cnicas de direcci\u00f3n tradicionales siempre le dicen que hay que evitar el conflicto a toda costa. 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