Conflict In The Workplace

Conflict In The Workplace

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Conflict In The Workplace

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Conflict In The Workplace

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What steps would you take to resolve this Conflict?  Please note that for this mid-term assignment you must take into Consideration that, Independently of your approach to this Conflict, you will get different reactions from the staff, thus you have to indicate the possible/probable scenarios/outcomes. 

Steps to be taken to resolve the conflict
The first step to resolve the conflict in the workplace is to identify the origin of the disagreement in the organization (Deyoe and Terry pp. 1). This step should be followed in the very first stage due to the reason that, identification of the issue is required and important in order to take the further steps in mitigating it. Identification of the issues in the workplace will involve discussing with all the associated parties in the organization in order to gather information about the issue from all the parties. The more information will be gathered from the associated stakeholders, the more effective will be the identification of the issues and disagreement among the internal stakeholders in the organization (Shaw, Kristman and Vezina pp. 163). All the associated stakeholders should be questioned individually in order to gain an understanding about the issues.
The next step will be to made the employees and other related stakeholders in the organization aware about the potential implication and consequences of the originated conflict in the organization. In this case also, effective communication process is required in order to communicate with the associated stakeholders regarding the implications of the conflict (Sigmar, Hynes and Hill pp. 301). This step is important due to the reason that, it will help to create a consensus among the stakeholders in the organization regarding the implication of the conflict. In this step it is important to determine that whether all the associated stakeholders are having similar and singular approach regarding the originated conflict. Once all the internal stakeholders are being in the same path regarding the negative implications of the conflict, resolving the issue will become easy.
The next step will be the initiation and communication of the common goal among all the associated stakeholders. This step is important due to the reason that, this step will help in discussing all the possible ways to mitigate the identified issue. Thus, the more discussion will be initiated with the associated stakeholders, the more will be the chance of having the consensus in mitigating and managing the identified issue (Wu and Xu pp. 757). In addition, effective implementation of this step will help to have the access to the diverse opinions and suggestions regarding the issue. Thus, more options will be available to the managers in managing the issue.
The more discussion will be initiated among the associated stakeholders, the more will be the origination of the diverse opinions from them. Thus, the next step will be the discussion with all the associated stakeholders in determining the barrier in the resolving the issue (Saaty and Peniwati pp. 212). Both the opposite parties in the particular issue will discuss about the issue, which will lead to the generation of the barrier. Thus, identification of these barriers is important to have the effective mitigating technique in order to reduce the implication of the issue.
The next step to be followed is to evaluate the alternative ideas and suggestions from all the available options. The alternate options will be generated from the previous steps due to the involvement of the both parties in the discussion. Thus, this step will involve evaluation of the available alternatives from the above step and shortlist the most effective one (Sharma and Singhal pp. 741). However, in short listing the most effective alternative, one factor that should be considered is the creation ofthe consensus among the related stakeholders. This is due to the reason that, the shortlisted alternative should be supported by all the associated stakeholders. The more consensuses will be created among the associated stakeholders regarding the selected alternative, the less will be the probability of generation of conflict among the stakeholders in future.
The last step will be communicating the selected alternative to the associated stakeholders in the organization along with making them adjusted with the new approach. Moreover, all the organizational task and procedures should be effectively delegated to all the respective stakeholders in the organization. They should be well trained in order to reduce the issue of non acceptance among the employees regarding the implementation of the new approach in the organization.
Probable scenarios

One of the key scenarios that may get originate is the obstacle being created by the middle level managers in discussing with their subordinates regarding the workplace issue. This may get arise due to the reason that, in the case study, it is being given in the case that, the upper level management follows the autocratic style of leadership in the organization, which limits the possibility of gathering the feedback from the side of the employees (Bhatti et al. 192). Thus, a scenario can get arise where the managers will reluctant to discuss the issue with their subordinates.
Another scenario that also may get arise is the non acceptance of the selected alternative or approach by the majority of the employees. This is due to the reason that, as discussed earlier in this essay that, difference in opinion may get arise between the managers and the employees, difference may also get arise among the employees in the similar way (Song et al. 916). Thus, a scenario will get arise where all the employees will not be in the similar path regarding the selection of the particular approach. In this case, it will be difficult to enhance the effectiveness of the newly initiated approach.
Conflict of interest may also get arise in the organization. This is due to the reason that, there may be some issues, which will have implications even if the issue is being effectively mitigated (Loewenstein, Sah and Cain pp. 669). For instance, the issue may be such which if being mitigated will have positive implication only for the employees and not for the mangers and vice versa. Thus, in this case, selecting and creating the consensus for the effective mitigation and management of the issue will be difficult.
Another possible scenario that also may get arise is the lack of training and resources for the employees and other internal stakeholders to get adjusted with the new approach in the organization (Elnaga and Imran pp. 137). This is due to the reason that, if the employees are not being trained and equipped according to the change in the business policies, then they will be reluctant to accept the new approach. Thus, it will create new issue in the organization.

Probable solutions for the identified scenarios
Initiation of training
One of the key recommended steps to be initiated is the providence of the training for the internal stakeholders in the organizations. This is due to the reason that, in order to equip the employees in their workplace along with enhancing their effectiveness and productivity (Singh and Mohanty pp. 87). In the given case, it is being stated that, employees are low on morale and productivity. Thus, this is having negative implications on the effectiveness and productivity on the overall organization. There will be various advantages for the initiation of the training program for the internal stakeholders. the more trained will be the employees, the more equipped and motivated they will be in coping up with the change in the business scenario. In addition, initiation of the training program should not only cover the employees only but also the other internal stakeholders such as supervisors and managers. This is due to the reason that, the supervisors and managers should also be given training in order to enhance their effectiveness in leading and organizing the organizational policies and strategies along with managing the subordinates effectively.
Thus, with the help of the initiation of the training programs in the organization, the middle level managers including the supervisors and managers will be equipped and motivated to lead the employees along with effectively guiding the employees in their workplace. On the other hand, initiation of the training program for the employees will equipped them to accomplish their job effectively along with following the leadership of the middle and upper level management. It will enhance the compatibility and relationship among the managers and the employees, which will help to reduce the conflict in the organization. Thus, the first recommended step in order to resolve the conflict in the given case will be the initiation of the training program for the internal stakeholders.
Awareness drive for the managers
As discussed in the previous section, managers may be reluctant in discussing the organizational issues with the employees and initiating the mitigating approaches in consultation with them. Thus, it is important the awareness program should also be initiated for the managers also in order to make them aware about the potential benefits of consulting with the employees prior to the initiation of the resolve technique in the organization. It should be noted that, that the managers should be aware and communicated that if they consult with the employees before initiating the resolve technique, and then they will also have the positive implications (Shonin and Van Gordon pp. 899). Thus, if they are aware that they will also gain from the consultation with the employees, then they will be more motivated to engage with their employees. Thus, the more engagement of the employees in the decision making process, the more will be the relationship and understanding among the internal stakeholders, which will reduce the chance of having conflict in the organization.
Bhatti, Nadeem, et al. “The impact of autocratic and democratic leadership style on job satisfaction.” International Business Research 5.2 (2012): 192.
Deyoe, Rodney H., and Terry L. Fox. “Identifying strategies to minimize workplace conflict due to generational differences.” Journal of Behavioral Studies in Business 5 (2012): 1.
Elnaga, Amir, and Amen Imran. “The effect of training on employee performance.” European Journal of Business and Management 5.4 (2013): 137-147.
Loewenstein, George, Sunita Sah, and Daylian M. Cain. “The unintended consequences of conflict of interest disclosure.” Jama307.7 (2012): 669-670.
Saaty, Thomas L., and Kirti Peniwati. Group decision making: drawing out and reconciling differences. RWS publications, 2013. 212-235
Sharma, Parveen, and Sandeep Singhal. “Design and evaluation of layout alternatives to enhance the performance of industry.” OPSEARCH 53.4 (2016): 741-760.
Shaw, William S., Vicki L. Kristman, and Nicole Vézina. “Workplace issues.” Handbook of work disability. Springer New York, 2013. 163-182.
Shonin, Edo, and William Van Gordon. “Managers’ experiences of meditation awareness training.” Mindfulness 6.4 (2015): 899-909.
Sigmar, Lucia Stretcher, Geraldine E. Hynes, and Kathy L. Hill. “Strategies for teaching social and emotional intelligence in business communication.” Business Communication Quarterly75.3 (2012): 301-317.
Singh, Rohan, and Madhumita Mohanty. “Impact of training practices on employee productivity: A comparative study.” Interscience Management Review 2.2 (2012): 87-92.
Song, Xiao, et al. “Impact of informal networks on opinion dynamics in hierarchically formal organization.” Physica A: Statistical Mechanics and its Applications 436 (2015): 916-924.
Wu, Zhibin, and Jiuping Xu. “A consistency and consensus based decision support model for group decision making with multiplicative preference relations.” Decision Support Systems52.3 (2012): 757-767.

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