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 respect of employee, and encourage employee to perform the task to the upmost ability. I have been an operator for a few years. An effective leader has the ability to make appropriate decisions, demonstrates appropriate listening skills, and portrays respect for one selves and fellow worker. Also, an effective delegator should how to deal with multiple personalities in the work place. A person who delegate should acknowledge and accept responsibility for their actions. Delegating a task to an employee sometimes fail because managers are afraid of mistakes and getting in reprimanded, thus, the trust of their employees are not fully developed, therefore, manager’s feel as if the employee will not follow through with the task that has been assigned. There is a fear of competition and criticism between the manager and employee.

However, delegation is a much misunderstood concept. Many newly promoted managers do not understand what delegation is and so often confuse it with simple work allocation (Article Source: http://EzineArticles.com/).

Delegation is a way to empower your employees by sharing tasks that you would normally do with them and, as part of this, also sharing your authority with them(Article Source: http://EzineArticles.com). Effective delegation can build on self-esteem, confidence and enhanced motivation.

At my organization I once had an issue with a manager who tries to delegate because he was the placed in charge of my area, which he has never worked, instead of delegating effectively, he was dumping assignment on me and a fellow employee that we refused to do. I brought the issue to the attention of the Ops manager, his reasoning for the over delegation was “I had that assignment on my agenda yesterday and was very busy; therefore I should not have to attempt to delegate to someone else again today.” my manager stated. This situation shows how over delegating can lead to unnecessary conflict in the workplace.

Conflict resolution for that situation and most other common conflicts occurs when a mutually agreed upon solution is arrived at and both parties commit themselves to carrying out the agreement. Conflict resolution is extremely common in the workplace and in our everyday lives. Identifying conflict. It is however indeed highly beneficial for the manager to create an environment where individual strives for the best goal possible. It is extremely common in the workplace for people to have different goals, values and needs. However, due to several personality types, people tend to respond differently to certain situations. Nevertheless, conflict can lead to a good outcome for the involved individuals. If the leader of the organization develops positive resolution for the conflict, it can then lead to a successful and effective solution for all (www.scu.edu/csl/eleader/.../Conflict-Resolution-PPt-Presentation.ppt).

My solution for conflict resolution is having an outside individual evaluate the organization and present solution to the problem, this way their final decision will not deemed to be bias. I also, believe that negotiation and confrontation are more effective way to resolve conflict. “Confrontation is a problem oriented technique in which the conflict is brought out into the open and attempts made to resolve it through knowledge and reason” (http://www.scribd.com/doc/109455143/Conflict-Management). I believer that confrontation however, should be delivering in private to prevent embarrassment induced retaliation. A few months ago I was involved in a conflicted situation. I was called to the office to explain the reason for my disagreement between my coworker and me. My words to my supervisor were, “I will not explain my perception of the situation until you have both of us in the office at the same time. My reason for having both parties in the office at are same time was to resolve the conflict through confrontational theory. With all said, this is why I strongly believe in confrontation to be an effective way of resolving conflict. Resolving conflict through confrontation, the individuals can ease their mind and work on resolving the issue amongst them. In these situations, conflict resolvers often talk about finding the win-win solution, or mutually satisfying scenario, for everyone involved (Fisher and Ury (1981). Negotiation is another effective way to resolve conflict. Treating an employee with respect and fairness in another way is which conflict can be resolved and effective communication can play a crucial role in conflict resolution. Through proper communication, conflict can be resolve because each individual will understand what is expected of them throughout the organization. Manger should also implement motivational techniques to enhance employee performance, and influence employee to use creativity to enhance their job performance. Motivating employee is known to be an effective way to enhancing the performance of the employee.

Maslow theory states the “Understanding what people need gives us clues to understanding them.”(https://new.edu/resources/theories-of-motivation--3). Maslow develops the hierarchy of motivating which states, “an employee who is trying to satisfy esteem needs may feel gratified when her supervisor praised an accomplishment (https://new.edu/resources/theories-of-motivation--3).

It’s clear that a destructive conflict behavior does not benefit any team. Although it would be ideal if every member of every group consistently managed conflict constructively, the reality is quite different. People consisting of various backgrounds, values, standards, expectations, interests, beliefs, experiences and communication styles manage conflict in various ways, some constructive, and some not. The leader must always make certain that positive conflict is accepted and turns into new and creative ideas and that negative conflict is resolved as quick as possible. By following these rules of conflict and with the necessary training, team leaders can guarantee that their teams are successful not only now, but on into the future (Nelson, M. (1995) Interpersonal team leadership skills, (4), (pg. 53-63).

References Nelson, M. (1995) Interpersonal team leadership skills, (4), (pg. 53-63 https://new.edu/resources/theories-of-motivation--3 Fisher and Ury (1981 http://www.scribd.com/doc/109455143/Conflict-Management www.scu.edu/csl/eleader/.../Conflict-Resolution-PPt-Presentation.ppt http://EzineArticles.com