Every our test levers of the different person behavior will call out the defensive reaction. That is why on  he lies to remember, that the form we in which this act, the huge influence has on the response. If the element of superiority is in our behavior or will appear in the place of the true desire of the change of the situation  not the manipulation, we can the negative reaction expect.
If second side refuses acknowledgements that the problem exists, should consider, if more far tests engagement her in there is the co-operation worth the west. Repeating oneself the rejection can be harmful first of the feeling of the own value. Remember belong, that in the soil of the thing  responsible only for his thinks, the feeling and behavior.

Several reasons for which the position of every one is taste understanding from side’s worth: exist both can establish, if the problem rally exists if the also whole situation is the result of misunderstanding or incorrect receipt.
-    When he becomes this settled, differences in opinions can become  passed.
-    The possibility of disclosing opinions is alone in her the centre unloading tension and accumulation emotions. This is necessary to the rational discussion.
-    The search of information about second man opinions on this, that we treat him as professional part seriously, and we are prepared on the discussion with him existing problems.
It possible was full understanding, every one its position has brightly and concretely to express from sides, hear the opinion adverse and not let so that processes this disturb emotions and mutual  nannies oneself.
Direct questions are often giving worth, and if and absolutely, to inquire. The simple questions of the type: „As do you see this problem? ” or „Or you could explain, as do you see your part? ” or „As you think, why did it come to such situation? ” they will be sufficient and let excessive questioning avoid.
Looking to the world the different man eyes is not the easy matter. Receipt of this alone situation by two persons almost is always different. If you want to find out if you recognize the point of the partner sight, qualification  his statement will help you in this. The question begins from: „That is you speak, that… you” or „can see From your perspective, that… ” they will call out in the answer the correction of the comment and show you understood each other to what degree.
When he wants to appear the own position, you should do this precise and openly, accusing second person it is not. Helpful can the eye  oneself the statement: „From my point of the sight, it would be better, when  he told me about this openly”; „He does not give me, it would be owing for this”; „It would help me, first of all, if he will talk  about this
in the suitable company”. Even if you do not want to draw in outside person’s dispute, sometimes is this desirable. We are better in marking own opinions often than in listening this, what the interlocutor has us to concompanyation. The non-aligned person directly, but granted the confidence through both sides, he can facilitate the transport, to unload the tension and consider what was said.
When their rights already introduce both sides, the time comes on he rubs  the phase the attainment to accepted by all is whose aim  of the solution of the problem. This is beyond the doubt the difficult process, especially if the hitherto existing example of your mutual report was basing on games rather about the power than on the common search for not the conflict. The fight about the power basing on pattern „I win - you lose” he can be turned on in the discussion over the problem.
In such situation every of participants, to fall out profitably and before  to be present second side in the negative light, he can many the times mark the own position. Solving problems founds the co-operation he is possible under the condition that they both sides really want this and thrive the mutual respect. For construct  the tawny of the ways of coping with the problem will be simpler, if you get to know factors favorable the solutions of the type „the victory - lost” or „lost - lost” . To work out profitable  for both sides, they should identify and establish the common soil; to agree that every one has one’s needs; instead of to dedicate the time to side matters, to concentrate on the   real difficulties; to speak and proceed brightly and exactly.

The solution of the conflict will be possible, if we passed earlier  stages according to recommendations. Not all options however will be accepted bilaterally - every one has so to consider possibilities from sides and to make sure that he knows sentence and the partner feelings what to proposed solutions. Acting this, it is remembering about following matters worth.

-    Is the solution fair for both sides?
-    Are given satisfied both sides equally  flexible?
-    Will the worked out solution leave after oneself durable resentment?
-    The right and duties both sides did definite become brightly and nor understood?
Transparent, accepted through both sides contract should come into being thanks to the discussion. Contain the definitions of parts and duties tell maybe from persons, to sketch the principles of the conduct and - to be maybe - the warning for avoidance of similar situations in the future. Though contract this can re-negotiations be subjected, you should remember so that changes are the result of the workings of both sides.

The tests of the solution of the conflict not always end the success and one can for him. The consciousness sincere and fact important is that we can be responsible only for own workings. In  outside persons stepping out in representative or the organizer of the process plough land, he can sometimes help. He rubs in different incidents  of course to reconcile with distributing you differences though this possible is not always. You should then consider the different ways of getting out  from the trouble  the of the professional report. One can appeal to the suitable procedures of taking legal proceedings, seek the possibilities of moving to different department, and at last - to the employer change.