...Resolving Employee Conflict Chassidy Babcock Liberty University Abstract Conflict is a process the begins when an individual believes that they have had some sort of a negative influence brought against them, by another individual or group of individuals (Satterlee2013). Workplace conflict is conflict in the workplace usually over personality clashes, or opinions in relationship (Wikipedia, n.d.). Workplace conflict is usually a normal occurrence. Whenever people work together conflict is likely to arise, and it can present challenges to the management when resolving the conflict. It is important for the management to respond constructively and come up with a fair solution to both sides of the party (Sandiland, T 2015). Statics show that conflicts in workplaces happen more frequently that realized and it consumes manager’s time, causing a decrease in overall productiveness within an organization. This is according to a study conducted in 1996. A typical manager can spend up to 30% of their time during a day when solving conflicts, and in severe cases conflicts can take up 42% of a manager’s time (Workplace Conflict, 2013, Dec 31). Some of the causes of workplace conflict are work style ethics, such as punctuality, making good use of time while on the clock, and workplace cleanliness. Background is another issue such as culture, how a person’s upbringing was religion, and...
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...Employee Conflict Management Reductions in force are not a pleasant situation for the employees of a company. I discovered through this simulation that reductions in force are not pleasant for the employer either. Being told a certain number of people have to be laid off presents a problem. People who have good productivity, attendance, and “wow” factors are those that a company wants to keep. However, the company has to consider discrimination when conducting layoffs. What may seem like a good reason for laying someone off may be a reason for an employee to file a lawsuit against the company. During my initial view of the candidates selected for potential layoff, I looked at the skill sets. Although my father works with computers specializing in Linux, networking, and Oracle, I have no knowledge in it myself. I felt like laying-off Carl Haimes or Brian Carter would be a mistake because I do not have skills that can match their skills. Sarah Boyd, Nora Manson, and Jenny Mills each have jobs that I could perform. Even though I may not excel in each job as I would prefer, I felt like it would be easier to cover those positions within the company than those of Carl and Brian. I also considered absenteeism and special achievements as well as overall productivity. Before I made my final selection, however, I considered discrimination. If I were to layoff Sarah, Nora, and Jenny at the same time, I could have a potential lawsuit regarding gender discrimination to consider. I decided...
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...------------------------------------------------- Employee Relationship Submitted by : Inese Jurika Student ID : HNDB8339 Submitted by : Inese Jurika Student ID : HNDB8339 Table of Contents Table of Contents 2 Introduction 3 1.0 Understanding the Employee Relationship against Changing Background 4 1.1 Unitary and Pluralistic frames of Reference 4 1.2 Changes in Trade Unionism Have Affected Employee Relations 6 1.3 Role of Main Players in Employee Relations 8 2.0 Understanding the Nature of industrial Conflict and Its Resolution 10 2.1 The Procedures an Organization should follow in dealing with Conflicts 10 2.2 The key features of employee Relation in a Selected Conflict Situation: 12 2.3 Effectiveness of procedures used in a selected conflict situation 14 LO3 Understanding collective bargaining and negotiation processes 15 3.1 The role of negotiation in collective bargaining 15 3.2 The impact of negotiation strategy for a given situation 17 Win-Win Strategy 17 Win-Lose Strategy 17 LO 4 : Understanding the concept of employee participation and involvement 20 4.1 The influence of the EU on industrial democracy in the UK 20 4.2 Comparing of the methods used to gain employee participation and involvement in the decision making process 23 4.3 The impact of human resource management on employee relations 24 Conclusion 26 References & Bibliography 27 Introduction The Purpose of this assignment to acquire knowledge and development of skills about employee Relations (Relations between...
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...Conflict Resolution Techniques to Address a Specific Departmental Issue Between a Supervisor and an Employee Conflict Resolution Techniques to Address a Specific Departmental Issue Between a Supervisor and an Employee My critical thinking paper will focus on the following, delegation, conflict resolution, and motivation. I discuss and explain my experiences and others at my organization of employment throughout my paper. Leadership is necessary to my organization, but has room for improvement. Due to the numerous employees and managers there are many different personalities that must interact. Many managers delegate task and jobs to an employee the task must be properly identified for achievement. Once the job is delegated to an employee, First off the right employee must be chosen for the job. Precise directions must be delegated to the employee. Throughout the process, progress of assignment must be monitored, follow up checks should be made to determine how well the job is coming along, and positive feedback should be given in order to achieve the best outcome possible. Managing employees is a tough task and challenge that should always be taken seriously. An effective delegator should have the skills and ability to clearly describe the position within an organization. A strong and effective delegator is the most powerful management and leadership skills a manager can have. Having the ability to delegate effectively will certainly get the...
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...cases, an employee will find out too late that they feel a conflict between their own values and their employer’s values. Every person has certain ‘Benchmark Goals’ that dictate what is important to them in life (Pace, 6). Some people value family, money, and some value having a career in a certain field. Employees in positions where there are conflicting values can be unhappy in their position, and it can carry over into their personal life. When values align, it can give an employee a sense of purpose and connection with their position and coworkers. Sometimes though, if the values do not match up, it can cause internal conflict for the employee, or even conflict between employees. There are two main ways that an employee can have conflicts with the values, between them and their supervisors or coworkers, and between them and their company. Someone who has very strong values centered on faith will struggle with a company who requires weekend work which might cause them to miss a weekly service. Katherine Dean reminisces about a position she once held where her supervisor pushed them too hard, because he overly valued sales and financial gain, even above family time and a personal life. She felt that his drive towards profit caused competition between employees instead of a positive environment (Dean, 2011) When a supervisor is pushing their employees so hard for profits and time at the office, an employee who is more geared towards family will feel conflict. The employees...
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...Conflict Resolution Prepared for Excelsior University Prepared by 5 October 2014 Introduction: The word conflict stirs up thoughts of anger, friction, mistrust, frustration, and hostility. Very rare do people think of conflict as a tool for deeper thinking, better results, and healthier communication that is more dynamic. When conflict is unmanaged, it can destroy cohesiveness, but leaders that use conflict resolution strategies can turn their conflict into an asset. Managed conflict can promote an exchange of ideas to generate well thought out results, encourage employees and team members to think outside of their own ideas, and develop a deeper understanding of the situation. It is common for organizations to view conflict, a disagreement between two or more parties, as a source of emotion, frustration, and negativity. Much of the time, we see conflict as something that is so harmful it should be avoided at all costs. Despite these views of conflict, some disagreements within an organization can be an opportunity for creative thinking, problem-solving, learning, and growth. Conflict is healthy and natural. We all have different personalities, ideas, and points of view. We are not always going to agree on issues and actions…and that’s a good thing. Since we all bring different experiences and ideas to the table, we can open each others’ eyes to new ideas and new ways of approaching issues. (Wichita State University) We can find many books and articles...
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...Recently, tensions have risen between employees in the patient accounts department due to personal conflicts. Confrontations between employees have disrupted the work environment, teamwork is diminishing, employee morale is decreasing, and managers are lacking the tools needed to address and solve these issues. Lack of managerial assistance in solving conflicts among employees also seems to be a problem. Shaun Walder, Director of Patient Accounts, does not like to get involved and rather have the employees work it out amongst themselves. These problems become related because if managers do not get involved, employees will continue to disagree with one another, and the issues are never addressed properly. That brings me to the purpose of this paper. How can managers effectively resolve interpersonal emotional conflicts? Literature Review Interpersonal conflict can be described as conflict between two or more individuals who are in a disagreement with one another. Emotional conflict can be described as conflict that involves interpersonal disputes that occur due to feelings of anger, mistrust, fear, dislike, and resentment. Emotional interpersonal conflict is most common amongst teams, co-workers and between management and subordinates (Schermerhorn et al., 2005). Personal conflict can occur between individuals or groups. However, the distinguishing trait of personal conflict is that it is based purely on negative feelings about another individual or group, and less on substantive...
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...Groups, Teams, and Conflict MGT/311 January 19, 2015 CardiCare Valves Project Riordan Manufacturing is a Fortune 1000 company specializing in the design and manufacturing of custom plastics. Current customers include companies from the health care and food and beverage industries. The purpose of the following project presentation and plan is to accommodate the production of the newly designed CardiCare Valve heart valves. The company is currently planning to gear up for production under their current model, borrowing resources from varied divisions while expecting to hire an undetermined number of new employees. As one of the newly hired superintendents hired to assemble and lead new teams to begin this new production for Cardicare Valves, the research into the issue has been undertaken and the potential strategies have been identified to implementing a successful ramp-up and shift in production. Strategies The available strategies to build successful teams include the following: clearly defining the goals of the team and the skills required, selection of team members, ensuring valuable communication, promoting a productive workgroup, resolving conflicts, and managing motivation (Robbins & Judge, 2013). There are, of course, several challenges that could be barriers or obstacles to success. For instance, there might be personal or professional differences between team members and/or managers, chosen communicators may fail to properly communicate the goals of...
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...that the quality of employee's relationship with immediate supervisors/managers determine employee effectiveness. However, politic approach to the LMX theory gives us another outlook of leader-member relationship. What are the essence of LMX model in the angle of organizational politics. B. Traditional view on conflict is more inclined to avoidance of conflict. We know interpersonal conflicts often entangled with individual emotions. Is conflict like an demon, and is a bad thing in the office place? Do you agree to this point of view? C. Is two-way channel a necessity of effective communication? What do you think the important factors as determinants of an effective communication in the campus? D. Politics, leadership and power, these three closely related but distinctive concepts are so confused in its application in the office place. Give a concrete example of how you learn from these three concepts in the real life. E. If you are a supervisor/department head, you have to find one employee on duty at the vacation of lunar new year. What would you do when no one of your employees would like to be on duty from the vacation of Taiwanese lunar new year as that is a big day for Taiwanese family gathering every year, just like western Christmas vacation. F. In the Conflict chapter, it elucidates how individual employees may experience conflict. In that process model of conflict, some drawbacks in it. In your opinions, what are they ? G. Explain the model of politics...
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...University of Phoenix Material Conflict Management Plan 1. Identify the available conflict management strategies and their strengths and weaknesses. |Strategy |Strengths |Weaknesses | |Problem Solving |With this method both employees are able to|The employees can become more aggressive in | | |meet face to face and are able to identify |the presence of each other | | |what problems they have with each other | | |Altering the human variables |Using human resource training can help the |Employees can just go through the training | | |employees understand the rules and why they|and ignore what they learned | | |should work together. | | |Superordinate goals |With this they can work together and get to|The employees can just get through the | | |know each other and try to smooth out any |assignment and ignore each other or created | | |problems that they may have |more conflict with ideas. | |...
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...I agree that the managerial task of controlling and motivating employees is both extremely challenging and intricate. The fact that every employee is different and reacts differently to management makes the task even more challenging. This is why identifying the primary challenges and discovering how to overcome each of them are crucial to improving your ability as a future manager. Three principal challenges facing managers are; motivating employees to work as hard as possible, controlling employees so that they follow instructions and protocol and dealing with inevitable conflict in the workplace and avoiding it if at all possible. An integral factor in the motivation of employees is the perceived fair payment and rewards for work they have performed. Companies have to pay employees enough so that they are willing to work for them at full capacity, without this, employees will choose not to work as hard. Organisations globally reward and pay their employees differently based on cultural differences, for instance in North America there is a culture of rewards rather than a higher base pay. Recently organisations have opted to reward employees with a choice of their bonus, this has proved to be more cost effective as it only gives employees what they want and the company benefits from the positive change in...
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...employment relations debates. WERS logo Acas is proud to co-sponsor the Workplace Employment Relations Study (WERS), a national survey of people at work in Britain. It is the flagship survey of employment relations in Britain. WERS has been undertaken six times; most recently in 2011 (reporting in 2013). A full range of WERS-related materials, information and advice, including a bibliography of secondary analysis, is available at the official WERS website: www.wers2011.info. Keep up to date with Acas policy and research news and publications The Acas Blog: Read and comment on views, experiences and insights on employment relations policy and research shared on the Acas policy blog Subscribe to policy and research email updates: Sign up to email updates of articles, policy discussion papers, and the latest research from the Acas Strategy Unit and the Research and Evaluation Section. We will not share your contact information with any external organisations. View our full Acas privacy policy for further information. Research papers 2015 •pdf Arbitration in collective disputes: A useful tool in the toolbox [819kb] Ref: 05/15 This report outlines the findings from the evaluation of Acas' Arbitration service. The research covers qualitative interviews with 13 users of the service, including Acas arbitrators, conciliators, employers and union representatives. The research showed that the numbers of cases have declined in recent years, but users continue to welcome...
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...plus years tenor; I have supervised, work alongside and been the subordinate of some of the most difficult characters you will ever want to meet. Although, I will only mention a few such as; the manipulator, perfectionist, the defiant one, irresponsible, chronic complainer, procrastinator, substance abuser and thief these are just a few … there still remains too many to name. Conflict in the workplace is a painful reality and a key reason for poor productivity and frustration. Do you have people in your workplace that cause problems for everyone else? Do they create additional work for others? One point is clear--conflict does not magically go away and only gets worse when ignored. Certain types of workplace conflict are readily identified. Other forms of conflict may not be so easily detected. Small, irritating events such as negative attitudes occur repeatedly over time and can cause people to strike out at each other. In many cases, conflict occurs at the senior level of the organization. In these situations some kind of intervention is needed. First there is the manipulative employee this person thinks everything is all about them. At best, they're backbiters, but more often than not they keep score and seek payback years after a perceived slight. Such people are hollow at their core and don't know how to form stable relationships. Don't share personal information with such people, because they'll use it against you. Manipulators can be charming and might succeed...
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...they are very relevant and prevalent in the current time. Still, acquisitions are tricky. Corporate cultures need to mesh, as do revenue and expense synergies. While CEO's often see themselves as empire builders looking to grow their companies by any means necessary, the reality is that successful acquisitions that really help companies long-term are in the minority. There are many factors involved during M&A such as: volume and valuation, growth, TMT convergence, talent management, business transformation to name a few. According to our case study one of the most important aspects that we believe during this process is leadership and change management but at the same time it is also very important to emphasize on employee satisfaction. Of course, there are conflicts during any such big change and there will be instances that require tough decisions on part of leaders but an important thing during this change is to focus on the big picture. The company chosen for our case study will be referred as Company A and Company B hereafter: Company A: It is a big firm of about 1800 employees. They started out by reselling technology products and gradually made their presence in commercial ranging from Finance, Healthcare, media etc. and government domains ranging from security to big data analysis. Their goal behind acquisition as stated by their CEO is: “We want to be the world’s largest pure-play integrated mobile enterprise solutions company”. Acquiring Company B would help them expand...
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...Human Resource Management Introduction What can be done to minimise and resolve conflict within the workplace? What factors create alienation amongst employees? When people hear the word conflict, automatically adjectives that come to mind are controversy, clash, to come into collision, quarrel. However, these findings are not always likely to be the only cause. It was always so easy for theorists to automatically assume that every aspect of conflict should be negative. As D. Jordan (1996) noted that there were two types of conflict which are defined as; Cognitive conflict C-Type conflict which is seen as the good aspect. And also detrimental and this is defined as affective conflictive (A-Type conflict. Meanwhile, it can also create a negative impact on many individuals which may result into poor productivity at work, employee dissatisfaction, poor service towards clients, increased work related stress and so on. Once conflict arises in the workplace, it can also result in employee demotivation. TASK 1 Arguments have stated that conflicts actually react to attempts in managing them as the team leader will practise various strategies to build a supportive culture. Amason (1995) believed the use of behavioural strategies to deal with conflict in the work place can create harmony in the work place. As the only woman working at her firm, it has made her work life difficult to cope with. There are numerous reasons for why Ann may feel uncomfortable at her work place...
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