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Conflict management in the workplace - essay

  • Having a competitive attitude in the workforce is a Conflict in The Workplace;
  • Two of the main fork truck operatives were called for a meeting to try and resolve the issue;
  • Those lessons influenced the way I approach a negotiation and altered how I look at conflict in the workplace;
  • Remember, a heartfelt apology will go a long way towards reducing tension;
  • Quality of work is then effected.

Hire Writer However, when we, the Chinese people, hide our anger, we tend to relive frustrating situations over and over in our heads, and see ourselves as victims Wu, 2001. When we see ourselves as victims, we begin to look for ways to retaliate. Hence, unspoken conflict destroys camaraderie, and cooperation, damages trust, and impairs work teams.

It creates an uncomfortable workplace Hart, 2000. Ironically, by avoiding confrontation, we create greater discord.

Workplace conflict Essay

As a manager, what you have to do is not to avoid conflict, but valid management conflict, make use of the different opinion of the conflict exhumation, stir up more creativities. What Causes Workplace Conflict? Conflict may manifest itself in a variety of ways.

Intergroup conflict is conflict occurs between two or more organizational groups. Occasionally, conflict between individual and groups may be caused by particular organizational strategies and practices Hart, 2000.

A third arena for conflict is between an organization and its environment. However, I will be focusing on the interpersonal conflict and use the following story as an example for I will be providing my solutions to manage this conflict.

They are starting to refer to me as TP Guy. You should have put a stop to this a week ago! I think conflict is a powerful force in organizations, and has both negative and positive consequences. The best three methods I came up with for managers to manage conflicts are stimulation, controlling, and resolving and eliminating. Stimulating conflict In some situations, an organization may stimulate conflict by placing individual employees or groups in competitive situations.

Managers can establish sales contests, incentive plans, bonuses, or other competitive stimuli to spark competition.

Conflict Management In The Workplace Essay

Another useful method for stimulating conflict is to bring in one or more outsiders who will shake things up and present a new perspective on organizational practices. Stimulating conflict can enhance some aspects of organizational performance, but this action also can provoke resentment from employees and destroy the cooperation of organization.

Controlling conflict One method of controlling conflict is to expand the resource base. Managers should also try to match the personalities and work habits of employees to avoid conflict between individuals. Resolving and eliminating conflict First of all, the method of resolving and eliminating conflict is compromise which is striking a middle-range position between two extremes. The manager as a mediator convinces conflicting parties to compromise. Secondly, the confrontation approach to conflict resolution consists of bringing the parties together to confront the conflict and negotiate conflict.

The parties discuss the nature of their conflict and attempt to reach an agreement or a solution. Confrontation requires a reasonable degree of maturity on the part of the participants, and the manager must structure the situation carefully Creelman, 2001.

However, when I read the case, I thought about how I would deal with the case if I were the manager. I think I would take the third way to solve the problem. In my opinion, the best method to handle conflict is mediation.

Understanding Conflict Management in the Workplace

I would take six steps for resolving a conflict. Begin by listening to everything they have to say. In the case, to demonstrate that the manager is listening to Charles, she would maintain eye contact and a neutral expression.

Tilting her head slightly to one side gives the message that she is listening. It is important to realize that you do not have to agree with what has been said, in order to empathize with the employee. The employee needs to believe that you have a firm grasp of the situation, the facts, and how it affects them personally. Empathizing demonstrates to the upset employee that they have been heard. You believe that Angela has been spreading a rumor about you and you think I need to take action.

I understand how frustrating that must be. She should focus on the problem rather than the personal attack. Therefore, it is no longer Charles against his manager, but Charles and his manager, against the problem.

Worded carefully, it can simply express your wish that the employee had been spared the discomfort. Remember, a heartfelt apology will go a long way towards reducing tension. In the case, if the manager really wanted to diffuse the situation, it helped to apologize. She could use some appropriate phrase to show her apology.

I could not find anyone to confirm that Angela started the rumor. If I had been told about this situation earlier, I most certainly would have dealt with it. Ask for details; facts that back up the employees point of view. This will help to clarify the situation for everyone involved. In the case, the manager could ask the employee what their solution would be. Then guide them in creating their own solutions. In the case, the employee was insulting. The manager ignored the insult when she was trying to diffuse the situation.

Now that the conflict has been resolved, she has an opportunity to discuss how they could use a more professional approach for communicating dissatisfaction in the future.

I believe the tendency is to become emotionally drawn into the conflict. However, this approach will not satisfy the needs you have to make your workplace a productive and pleasant environment. By better understanding how conflict arise, and practicing handling such conflict in an assertive way, it can become far less intimidating and be an aspect of work you can learn to manage rather than have it manage you.

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