What should a supervisor avoid to effectively resolve small differences between management and worker interests?

To effectively resolve small differences between management and worker interests, it is essential for a supervisor to avoid exhibiting prejudice. Prejudice can significantly cloud judgment and create a hostile work environment, hampering communication and cooperation. When a supervisor allows personal biases or discriminatory attitudes to influence their decisions, they can undermine the trust and respect that are crucial for fostering productive relationships between management and staff.

By avoiding prejudice, supervisors can create a fair and equitable atmosphere that encourages everyone to voice their concerns and collaborate on solutions. This approach not only helps in addressing conflicts more effectively, but also cultivates a culture of inclusivity and respect. In contrast, developing a collaborative attitude, building personal relationships, and encouraging open dialogue are all constructive strategies that can help bridge gaps and foster understanding between different stakeholders.