In professional interactions, one must learn to argue sincerely

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　Among colleagues, if arguments arise not from an intent to deliberately belittle or embarrass the other party through conflict, but rather from differing opinions on a specific work issue that leads to disagreement, such arguments do not give rise to hostility or animosity between the parties involved; instead, they facilitate thorough communication and resolution of the issue. 　　Verbal sparring among colleagues. “Bang” – another punch landed on the table, even more forceful than the previous one. This time, however, it was Zhang Yu who counterattacked. He rushed forward to his colleague An Sen and delivered a fierce punch right where he had struck earlier. “Stop telling me this; the statistical data in the proposal is clearly stated there. Do you know how great the risks are if an assessment isn’t done using samples? ”“Nonsense! “But you don’t even need to use your brain; the parameters used for evaluation are so low – do they reflect reality at all?” Minor arguments help bridge communication gaps. Among colleagues, if the intention behind arguing is not to deliberately belittle the other party or embarrass them, but rather to hold different opinions on a specific work issue and fail to reach an agreement, then such arguments do not lead to hostility or resentment between the parties involved; instead, they facilitate thorough communication and resolution of the issue. One party’s firm attitude will immediately draw the other party’s attention and prompt them to think, thereby avoiding communication failures and delays in cooperation caused by silence and compromise. At the same time, due to their equal working relationship, they can be more assertive in their approach, but must not touch each other’s bodies, so as to prevent the argument from turning into a fight. 　　Clash between superiors and subordinates Zhang Lin walked seriously to the manager’s desk, stopped there, and pushed a document toward Manager Mark. \"The proposals I submitted the day before last were approved during the meeting – why weren’t they included in the final report? Please explain!\" ”“I thought about it again later, and it’s not suitable. ”“Can it be deleted at will if it’s not appropriate? “Then holding meetings would just be a waste of time for everyone…” Blaming and complaining constantly is not the right approach. The relationship between superiors and subordinates is not one of absolute obedience and inequality. When there are disagreements between employees and managers, or when someone feels they are being treated unfairly, it is appropriate to use \"arguments\" to express one’s strong opinions or dissatisfaction. But one must be careful with one’s words; instead of just blaming, it is necessary to explain the situation and explore the reasons. This actually helps with understanding and cooperation between superiors and subordinates. 　　He gave his subordinates severe criticism. “Withholding your bonus is in accordance with the rules; not suspending you from work is already showing leniency.” ” 　　“Why is only one person punished when a group does something wrong! ” 　　“Then I’ll give you a chance now to explain it clearly! ”Shen Hong began to describe in detail the whole incident, filled with anger. As his supervisor, Ran Jie did not interrupt him; instead, he listened carefully with a furrowed brow… Giving subordinates a chance to speak As a supervisor, one should not regard subordinates’ complaints and objections as challenges to one’s own authority, but rather should give them the opportunity and right to speak, so that they can learn to listen and re-evaluate things as they express their views. At the same time, one should be careful with language by leaving room and flexibility, avoiding being overly decisive, and allowing subordinates to provide explanations and arguments. 　　Ms. Wen Zhijia, the lead emotional and behavioral management consultant at Beijing Dongming Time International Consulting Center, pointed out that Chinese people value harmony in all matters; even when they disapprove of something, they do not readily engage in direct conflict. For a long time, \"arguing\" has been considered the worst option; many people are too afraid to argue with their supervisors ； When facing colleagues, I don’t want to argue ； When facing subordinates, he disdains to argue. The workplace atmosphere is gradually becoming distorted in this environment of excessive self-repression and artificially created peace. 　　Rather than suppressing oneself too much, which leads to communication breakdowns and distrust between people, it’s better to learn to argue in a sincere and straightforward manner. Ms. Wen said, \"As long as it is not done to maliciously attack others or damage their reputation, expressing disagreement with others’ opinions or criticizing their actions in a proper and direct manner – such arguments can be understood and exist openly.\" 　　Experts offer tips for resolving conflicts at work: 1. Not all issues can be solved through arguing. Gossip in interpersonal relationships and the unwillingness to yield in matters of interest can lead to losing one’s dignity as well in such arguments. 2. Not everyone is suited for arguing. Fierce words and intense emotions are not something that everyone can handle properly. For example, if a new employee is \"disturbed\" soon after starting work, it is very likely to harm his professional self-esteem and affect his accurate understanding and assessment of the company culture. 　　3. Arguments should be based on mutual understanding and trust. When two people are working together for the first time, it’s best to communicate in a calm manner; blind arguments can lead to unfounded suspicions and even result in the permanent breakdown of the relationship. 　　4. When arguing, have a clear goal and avoid straying from the topic. Arguing should only take place when a specific problem arises; it cannot be used as a way to vent everyday frustrations. The so-called principle of focusing on matters rather than people means one must not look for trouble where none exists. 　　5. Be careful with your words when arguing. When arguing, one should focus on the matter at hand; people can express their feelings directly, but they must not use abusive language or engage in malicious personal attacks. The argument should not escalate until it turns into a vicious exchange of insults. 　　6. Recognize the meaning of arguing. Arguing is not about being aggressive or forcing the other party to accept one’s own opinions in a domineering manner; rather, it involves discussing issues and resolving them through a more intense approach. Do not rely on overpowering others by competing in volume. 　　7. Stay calm about the outcome of the argument. Once the \"conflict\" subsides, the parties involved should set aside their emotional reactions and objectively analyze the other party’s opinions or criticisms, in order to identify their own shortcomings and work to improve upon them.