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Conflict resolution workplace case study
Conflict resolution workplace case study
Conflict resolution workplace case study
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Managing conflict and stress effectively is an essential skill for a supervisor (Rue & Byars, 2010). Improperly handled events or situations that have been ignored will negatively impact the work area in the form of reduced productivity, loss of morale, and could potentially lead to workplace violence (Rue & Byars, 2010).
The supervisor needs basic knowledge of the signs and symptoms of conflict and stress (Rue & Byars, 2010). Recognizing warning signs allows the supervisor to proactively take steps to reduce conflict (Babatunde, 2013). In the scenario provided, a great deal of tension has been noted between coworkers involving work and personal issues. The first instinct is to discount the personal issues and concentrate on work related concerns but this would only address part of the issue.
To clarify, personal problems will not be addressed with the work conflict, but the supervisor has to be aware that unresolved personal issues will impact the team. The supervisor may make limited suggestions in this area. For example, the supervisor may recommend an Employee Assistance Program (EAP), provide resources offered within the company such as child care or employee financial assistance programs to help relieve some of the personal concerns (Rue & Byars, 2010).
According to Rue and Byars (2010), the individual may also be feeling intrapersonal conflict, “which is conflict internal to them” (p. 272). The supervisor may be able to help the individual recognize their source of frustration which may be manifesting within the team and creating tension (Rue & Byars, 2010). Intrapersonal conflict can occur from positive events such as a promotion or a perceived negative event such as two offers for promotion (Rue & Byars, 20...
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...aining personal health, understanding the issue is not personal (unless you are the cause of contention and that is another paper altogether), and truly enjoying your position (Rue & Byars, 2010).
In conclusion, a supervisor sets the tone for how stress and conflict is perceived and resolved in the work area (Rue & Byars, 2010). Supervisors that tend to sweep issues under the rug may see employees doing the same thing until the situation explodes. Supervisors that appropriately confront conflict and stress create an environment of taking care of issues and moving forward.
Works Cited
Babatunde, A. (2013). Occupational stress: A review on conceptualizations, causes and cure.
Economic Insights - Trends & Challenges, 65(3), 73-80.
Rue, L., Byars, L. (2010). Supervision: Key link to productivity. (10th ed.). New York, NY:
McGraw-Hill/Irwin
Supervisor need communication skills, fairness, negotiation skills and resolution skills to mediate conflicts. Also supervisor should be an active listener, need to understand the problem, reason for conflict correctly. Then the mediator should be unbiased. Mediating supervisor should not be a part of the issue or problem. It will help to develop the trust between two parties or individual.
Introduction What does it mean to be an effective supervisor? Before taking this class, I thought that if a supervisor is able get their employees to work effectively, and efficiently, then the person is an effective supervisor. I didn’t realize until taking this class that supervisors do so much more. After learning more about the other tasks supervisors do like planning, being effective listeners, and motivating employees, I have a better understanding of effective supervision. I am aware that I have had supervisory experiences.
1. First, in order to prevent a crisis situation, it is very important to know your triggers and arousal patterns. I came to know how to maintain control when someone is triggered and how to reduce arousal patterns. This is course provide me with great knowledge that will help me during a crisis. I also came to know how attitudes, assumptions, and beliefs may influence the worker’s response.
Understanding how situations can become conflicts are important matters to investigate in hopes of preventing it from happening again. Every employee (in their minds) have different perspectives as to why conflicts happen. Such things include a lack of communication, feeling as if others are not doing their jobs, crazy rules, special treatment of friends as well as expectations that they feel are not reasonable. Conflicts that management may be involved in could be poor communication, lack of appropriate response to any given situation, not taking responsibility for their own errors, letting work & personal life interfere with the other, as well as not having good prioritizing
Conflict is the most problematic issue that we are facing in healthcare now days. As Nurses we deal with conflict daily at work. As result the manager has to resolve conflicts among staff to work towards working together to improve better patient outcomes.
As now it can be concluded that to make a supervision session effective it is essential to have a deep understanding of these facts and theories. Characteristics of both supervisor and supervisee are equally important. As supervisors must know their roles and responsibilities at the same time, supervisee should have interest towards reflective practice. Maintaining a good supervisory relationship will be useful to analyse the problems. If there are any signs of underperformance seen in the supervisee, the supervisor can approach them to sort out the matter before it causes
D., Gordon, S. P., & Ross-Gordon, J. M. (2010). SuperVision and instructional leadership (9th ed.). Needham Heights, MA: Allyn & Bacon. ISBN-13: 9780132852135 Gordon, S. P. (1989).
Three out of every four American workers describe their work as stressful. According to the Holmes-Rahe Life Events Scale, which rates levels of stress, many of the most stressful events in life are related to the workplace. Some examples are firings, business readjustments and changes in financial status, altered responsibilities, a switch to a different line of work, trouble with the boss, changes in work hours or conditions, retirement and vacations. Workplace stress costs American employers an estimated $200 billion per year in lower productivity, absenteeism, staff turnover, workers' compensation, medical insurance and other stress-related expenses. However, stress may not always be a bad thing. It can stimulate creativity and productivity. The natural pattern of human behavior is to experience a stress-causing event or situation, react to it with increased tension and then return to a normal, relaxed state. The problem occurs when stress is so overwhelming or constant that this pattern is broken. This overwhelming feeling is usually caused by some lack of communication.
Many people enjoy working or participating in a group or team, but when a group of people work together chances are that conflicts will occur. Hazleton describes conflict as the discrepancy between what is the perceived reality and what is seen as ideal (2007). “We enter into conflicts reluctantly, cautiously, angrily, nervously, confidently- and emerge from them battered, exhausted, sad, satisfied, triumphant. And still many of us underestimate or overlook the merits of conflict- the opportunity conflict offers every time it occurs” (Schilling, nd.). Conflict does not have to lead to a hostile environment or to broken relationships. Conflict if resolved effectively can lead to a positive experience for everyone involved. First, there must be an understanding of the reasons why conflicts occur. The conflict must be approached with an open mind. Using specific strategies can lead to a successful resolution for all parties involved. The Thomas-Kilmann Conflict Mode Instrument states “there are five general approaches to dealing with conflict. The five approaches are avoidance, accommodation, competition, compromise, and collaboration. Conflict resolution is situational and no one approach provides the best or right approach for all circumstances” (Thomas, 2000).
Although there is a plethora of possible sources of conflict in any workplace, the ones in this case are rather explicit. These include personal differences, Informal deficiencies’, role incompatibility, environment stress, perceptions, and expectations. Personal differences could be related to personal values, physiognomies, family bonds or ties, and material belongings.
...ively with their peers and managers. Some guidelines for reducing employee stress within an organization are to ensure there is two-way communication with employees; be fair and honest, act as a safety valve to allow employees to vent, project positive attitude, lighten up, plan effectively, display organizational loyalty and maintain a personal counsel, and foster a healthy working environment (Sewell).
workplace include greater total resources, greater knowledge band and a greater source of ideas. However, these advantages can also bring on conflict within teams and the entire workplace. Varney (1989) reported that conflict remained the number one problem within a large company. This was after several attempts were made to train management in conflict resolutions and procedures. However, the conflict remained. The conflict possibly remains because the managers and leaders did not pay attention to the seriousness of the issue. In order to maintain an effective team, leaders and team members must know and be proactive in the conflict resolution techniques and procedures.
According to her, conflict and changes can be managed with flexible mindset. She encourages to have periodic one on one meeting with the employees. Also, she stresses on frequent communication sessions/webcast with the leadership team to avoid any last minute surprises. There is also an employee grievance program where employee can report their woes anonymously or to any senior management which promotes transparency between the employee and employer.
that may result in a struggle for power or position. Conflict management, therefore, can be
In order to find a solution to the issue of stress in the workplace, it is important to first understand what stress is. Stress is a difficult issue to solve because everyone experiences stress differently. According to the National Institute of mental health, stress can be defined as the brain’s response to any demand (“Fact Sheet on Stress”). When there is any sort of change going on, it usually triggers the stress response. Since people are always dealing with certain changes in their lives, they are always dealing with some type of stress. One of the biggest growing issues with stress is stress in the workplace. According to Northweste...