Personalized Conflict example essay topic

Conflict in the Workplace 1 Conflict in the Workplace Mary J. Scruggs Dennis Stull, Instructor MGT 302 Management and Leadership March 16, 2005 Conflict in the Workplace 2 Conflict in the Workplace Over the past year's Mr. Diamond we have had problems with disagreements and conflicts between our employees. I believe it is imperative that we work at helpful solutions and attempt to stop the conflicts, and limit them as much as possible. I will now present to you my proposal on what the conflicts are, and a solution to them. First and foremost we must look at the reasons for the conflict. The goals between the individual and groups of individuals are at times not attainable. We have some people trying their best to make the goals set by the company in order to make X many dollars per month.

Things are so bad on the floor that the employees are fighting among themselves trying to attain these at times unrealistic and at times impossible goals. The second source of conflict is the different personal values we bring to work. We have a variety people working here, there are those that at the end of the day will go out for happy our, and there are those that once the leave here, they go home to their families, they are the one's that don't believe in gossiping, or conflict of any kind. We have some employees who feel like it's their job to come in on Monday morning and give a play by play of the activities over the weekend. I don't feel as well as others that your personal life should be an open book to me as well as others.

The third source of conflict is the fact the team leaders don't have any respect for the sub-ordinates and feel they call talk to and yeah at them. We are all supposed to be adults here, and should be respected and talked to in the same manner. I feel if something is not done to correct this situation, there will be things said that will not be able to be taken back, and someone may lose their job in the process. As you know there is substantive conflict that can occur in just about any issue, but its moving force is that the two parties simply disagree about an issue.

This can be a good thing or Conflict in the Workplace 3 A bad thing. Handled correctly parties in this type of conflict can create for themselves and those around them, the ability to resolve an issue with something creative, something better than either party's original position. While substantive conflict, if handled correctly, can be very productive, personalized conflict is almost never a good thing. There are several reasons. First personalized conflict is fuel led primarily by emotion (usually anger, frustration), and perceptions about someone else's personality, character or motives. When conflict is personalized and extreme each party acts as if the other is suspect as a person.

Second, because personalized conflict is about emotions and not issues, problem solving almost never works, because neither party is really interested in solving a problem. In fact, there are times when things may be come worse. Third personalized conflicts almost always get worse over time, if they cannot be converted to substantive conflict. That is because each person expects problems, looks for them, finds them, and gets angrier.

In order to attempt to diffuse some of the above situations I propose we have the employees follow the techniques below: 1. Take a few minutes to slow down and deepen your breathing. 2. Tense and release your muscles 3. Find a quiet room and spend a few minutes imagining a peaceful scene. 4.

Exercise (e.g. walk on their lunch hour or break). Then we have to look at what the cause that started it all, you will have who started it, and who blaming who. We should have them sit down and deal with the issues: 1. Set a time to talk to the individuals 2. Deal with one issue at a time 3. Be brief and specific.

Conflict in the Workplace 44. Phrase your complaint as specific behavior which the person can recognize and work toward changing. Hopefully this will make thing to easier and avoid conflict in the future. By getting a better understanding of how conflict and anger arise and by practicing how to handle these situations they will be averted in the future. As you also know Mr. diamond there are times when what I have proposed above will not work, and at this point we should go to a mediator who is a person that will be an independent party, and will encourage the employees to talk about the problem instead of ignoring it or letting it get out of control, and to find a way to resolve their conflict. The mediator will talk to each party separately to obtain the most complete picture as possible, and if requested, suggest ideas to help the parties work through the problem and establish a constructive, professional relationship.

It is very important Mr. Diamond that you understand the mediator is neither a judge nor and advocate, they are merely a listening tool. The parties and the mediator must agree that the mediators notes, along with other information exchanged in the process, will not be used in any subsequent proceedings if thee mediation does not resolve the matter. We will begin using this process with the approval of the department, and the meeting place must be a neutral meeting room. It is my intention to make this a better place to work, and hope you will assistant me in my efforts. Conflict in the Workplace 5

Bibliography

Resolving Conflict - Shared Mediators Program Conflict & Cooperation in the Work Place - Basal & Associate Contemporary Management - Gareth R. Jones & Jennifer M. George.