Dealing With Conflicts Among Co-workers.

Situation 1: David and Janet are co-workers at a company and equally in the same department.Davis is the industrious type as well as Jane but the two have different philosophies as regards their job.
Though they work in the same office,David is more of a team player and he works for the progress of their department and company in general without seeking for gratification. Janet in the other hand is the type that seeks glory,a sycophant. She only works hard when the boss is around and disappear when he's not around.

It happened that Jane started complaining that her job function is too much for her which David obliged to assist her but that acceptance changed the situation and their relationship.Jane started getting annoyed with David because she taught the boss would now rate David high in assessment thus the confrontations from Jane. She was angry with David and becomes irritable and frustrated with him and even takes it out on him in daily interactions.She now wants the job back,her reasons was that she doesn't want to be seen as the one who does less job. At last,she started doing the same jobs she failed and complained was too much for her.
The boss, being a bad manager  didn't handle the conflict well. He joined Jane in giving a false accusation to David,accusing him of doing the job with grudges which David earlier told him he's doing with all his mind without any grudges. David's spirit has dampen and his productivity has been affected.


 So what is conflict?
If you ask the average person, the responses could range from a negative situation to an extreme dislike for another person. At the same time, others could define it as anger, distrust, antagonism or simply something they dislike. These are all negative views, and I find them too narrow.
I suggest that conflict does not need to be characterized as just negative. In fact, it can be neutral or even positive. Conflict can simply be defined as tension.
Tension can be good, bad or neutral. Just because two people disagree doesn't mean their disagreement is negative or poisonous; it can simply be a difference of opinion. However, left unaddressed and allowed to fester or grow, that neutral tension can become negative and possibly harmful. Then everyone, including the organization, suffers.
Whatever definition is used, we can agree that most people don't like conflict. Indeed, they go out of their way to avoid it. In many cases, people view conflict in terms of arguments, anger, hurt feelings or being yelled at. And no one likes those situations. As a result, when conflict arises, most people will steer clear of it or pretend it doesn't exist. Nonetheless, it is real, and it may become problematic.

When conflict arises, you need to raise the issue with the parties involved. You want to emphasize the need for your employees to address it. At that time, you can explain that negative feelings and thoughts can be handled in an appropriate manner that can actually make them positive and productive.

Speak with each party separately to gain their perspective on what the tension is all about. Make sure that along with any emotional information, you discuss specific facts or events that led up to or inflamed the situation.

Allow them to share their version of the events or issue. Often, this step will elicit issues or facts that the other party was unaware of.

Finally,don't judge based on sentiments or gender.Always handle situations justly without fear or favour.