Essay On Conflict Resolution In The Workplace

Furthermore, even though so many attempts have been made by law-abiding citizens in neighborhoods with high incidence of drug dealing to aid the enforcement of anti-drug laws, the already less ordered and community-oriented neighborhood have made huge obstacles for putting law into effect. Conflict theory argues that social class, power, income, and neighborhood all affect the degree to which a community is tortured by drug epidemic. Economics and politics become the primary causal factors in the spread of drug dealing. Poverty helps to create a market for drug dealing, on the demand side with people attempting to mentally escape from the sad circumstances of their lives, and on the supply side, with drug dealing becoming a source of needed

Bob’s Meltdown In today’s workplace communication is key, collaboration crucial and teamwork a top management buzzword. These facets encourage knowledge sharing, co‐operation and a joint sense of purpose. However, such an increase in interpersonal relationships too often creates an unwanted side effect: conflict. (http://www.emeraldinsight.com/doi/abs/10.1108/14777280310795784)

Employees find themselves in conflict with some supervisors because they may have leadership trait, which are in conflict with some supervisors who are not natural born leader (Bernerth et al. 2008). An unforeseen conflict between supervisors and HR department is people may look good on paper or have high test scores, but still does not have the required knowledge to do the job hired for. I believe, supervisors are in the best position to understand the needs of their section or department so they will more than likely make a good decision in that area. Most supervisors look forward to training their subordinates, assisting them in the most promising time of their career preparing them to become future supervisors. Those employees typically become department heads, senior officers, full-time associates, and or shift leaders.

This conflict arise from factors inherent in the organizational structure. Conflict may be between workers at separate level in the hierarchy of the organization or even between employees at the same level of the hierarchy (Stojkovic, Kalinich, & Klofas, 2012). The most common intra-organization conflict is when an employee can’t understand or complete tasks assigned. For example, there is active and continuous conflict between the union and the management (Stojkovic, Kalinich, & Klofas, 2012). Similarly, intergroup conflict may arise between desk officers and patrol officers who might blame each other for anything that goes wrong at a

The Best Ways To Respond To Conflict The best ways to respond to conflict is to talk it out, and take time to think about it. Conflict is a serious disagreement between two or more sides. In “The Diary of Anne Frank” she responded to conflict by, staying in hiding while being positive and believing that everything will be okay. In “Blood, Toil, Tears, and Sweat”, Winston Churchill responded to conflict by keeping his country and himself confident and fighting for what he believed in.

These differences contribute to the organizations ability to be flexible, generate problem solutions, relate effectively to a wide range of clients and to providing a balanced range of services. An organization can invest in developing effective employment programs and strategies that support diversity, but unless they have created an inclusive work environment, that celebrates and builds on differences and that is productive, rewarding, enjoyable and healthy for everyone concerned, they are likely to find that diversity creates more problems than it solves. They will be unable to take advantage of the benefits of diversity and are likely to have difficulty retaining employees. Work practices that make environments safe for all have achieved cultural competence and as a result are demonstrating cultural safety. Overall, this means that the workplace if spiritually, socially and emotionally respecting and appreciating different cultures and that there is no assault, challenge or denial of any person’s identity.

Sandra Rodriguez There are numerous people that view or assume that conflict is destructive. But some other individuals perceive conflict in a different insight because there can be made changes to address the problems regarding the conflict. There are positives perspectives on conflict like it provides opportunities for individuals to present contradictory yet fairly valid views that allow the understanding of their contributions to their jobs. Many Health care workers face recurrent conflicts because of the lack of communication and making assumptions. Many staff members may claim that they are no conflicts in there workfield others may argue that this is the outcome of not acknowledging conflict.

People can best respond to conflict by staying positive because it affects their physical and mental health in a helpful way and can affect others around you in a positive way. It can help someone greatly in stressful situations when their life could be at risk. Positive thinking is one of the best ways to respond to conflict because it can affect your physical health in a constructive way. The Mayo Clinic Staff states that a positive attitude can, “Increase a person’s life span, can help them build up resistance to the common cold and cardiovascular disease, have better physical well-being, and better cardiovascular health”. Staying positive is somewhat crucial to a person’s health.

Effective leaders must learn to embrace conflict because it is an inexorable part of human interactions and without intervention, it seldom finds its own productive solutions (Myatt, 2012). The failure to address conflict early on will likely lead to workplace acrimony, disengagement and poor communication and cooperation (Myatt, 2012). The story of the conflict between Cindy and Dr. Jones is an excellent case to analyze the elements of conflict and conflict management.

In today’s era managers are challenged daily with disputes like ethics, diversity, working in teams, privacy, sexual harassment, and handling differences. Furthermore, these issues are discussed because they are constantly the debatable topics in the workplace. More importantly, handling differences and diversity is the current situations in the workplace. Moreover, a few managerial concepts must be considered, including selection methods, training and development, performance appraisal, and diversity management.

‘How work is organized’ and the ‘leadership style’ of the organization can produce role conflict and poor work control (Einarsen, Raknes and Matthiesen, 1994; as cited in Jennifer, 2000). Thus, it is up to the culture of the organization to set a precedent for unambiguous work flow, higher production, and zero tolerance for workplace bullying. Other researchers have found that the “work environment and organizational climate (Einarsen et al., 1994; Vartia, 1996); job content and social work environment (Zapf, Knorz and Kulla, 1996); work organization and poor conflict management (Einarsen and Skogstad, 1996; Leymann, 1996); inappropriate managerial behavior (Crawford,

Key works: workforce diversity, contract workers, employees, diversity, divergent attitude, human resource management, international employees, consumers, consumer behavior, empathic marketing 1.2 Thesis Statement Diversity in the workforce provides unique employment opportunity and benefit, strengthen organizational outcome and further provides a platform to Exchange culture and lifestyle. On the other hand diversity workforce challenges increased in cost of training requires HRM careful employee’s selection and increased conflict due to demographic differentiation. 2 Part

INTRODUCTION This assignment will focus on explaining the importance of diversity management, challenges of management diversity, give strategies and implementation of management diversity in the workplace. A diverse workforce is a reflection of a changing world and marketplace. Diverse work teams bring high value to organizations. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity.

We live and work in a diverse world, consists of people with divergent backgrounds with different needs and preferences. This multicultural world brings out the potential on improvement and efficient, but also comes with that are the challenges. Workforce diversity acknowledges the reality that people differ in many ways, visible or invisible, mainly age, gender, marital status, social status, disability, sexual orientation, religion, personality, ethnicity and culture (Kossek, Lobel & Brown, 2005). The culture of an organisation plays a big role in the performance and sustainability of an organisation, and it is also important to the well-being of its employees.

Successful strategies link diversity progress directly to business results. (www.diversityinc.com/diversity-management) Diversity in the workplace means bringing together people of different ethnic backgrounds, religions and age groups into a cohesive and productive unit. Advances in communication technology, such as the Internet and cellular phones, have made the marketplace a more global concept. In order to survive, a company needs to be able to manage and utilize its diverse workplace effectively. Managing diversity in the workplace should be a part of the culture of the entire organization As a group we discussed diversity management and realized that the world is a big place and there will always be diversity.