However, be aware that avoidance can also be perceived as disinterest and may frustrate employees. Accommodation – In other conflicts, it may be beneficial to focus on what the parties can agree on. From this point, the parties may be able to make accommodations, looking at each person reference points. If the parties involved are not able to come to a resolution themselves, the following alternative processes will be utilized by this company. However, not all conflicts that arise will follow this pathway exactly.
When it comes to conflict often times language barriers can become a breeding ground for strife between workers versus workers, or workers versus management. Sometimes an overload of information being put out could cause barriers and confusion within the workplace. “By sifting through what you want to say and selecting only the most relevant, timely comments, you avoid overloading your employees with too many details” (Stettner, 2014, chap 5, pg. 7). When there is an information discrepancy between employees and employers, it’s up to management to find the root of the issue and fix it, not to have the issue arise again or become a larger conflict.
A manager should not be unaware or negligent when it comes to these Equal Employment Opportunity laws. There are many direct ways in which these laws can be broken. Managers must be aware that their human resources specialists have good communication in order for these laws to be carried out. One way a person may feel discriminated against is by not being a considered hire because of their protected class or group. Discrimination can arise from people not getting 6 certain promotions, raises in salary, or different types of benefits because of their age, sex, col... ... middle of paper ... ...rriers is by analyzing the employee and finding the best way to try and communicate in an effective manner.
Bingham investigated the interpersonal aspect of sexual harassment in this study to find how to eliminate the problem of sexual harassment (1991). In disclosure related situations, exchanging too much personal information to another employee can result in sexual harassment. In doing so, individuals must be careful in whom they are disclosing information to. Many individuals may feel uncomfortable in the situation. In many companies, sexual harassment is taken very seriously.
A lot of people may not want to admit that their job is causing them stress or their work environment is a somewhat nerve wrecking experience for them. Although rarely admitted or talked about workplace stress is an issue that must be addressed avidly by HR Personnel and Managers. It is pertinent that this be discussed because it is stress and anxiety that creates barriers to escalating productivity and high motivation among employees. This paper will focus on a number of things. Topics to be discussed include; 1.
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).
Performance and job productivity must be considered. Alternatives to layoffs can be considered. Reducing work hours or asking employees to take temporary part-time status can help prevent people from feeling discriminated against (Root, n.d.). Challenges Associated with Building a Diverse Workforce There are many challenges that can be associated with successfully building a diverse work atmosphere. So of these challenges are: Communication: Language barriers may need to be overcome in order for diversity in the work place to be successful.
Policies must be set in place that allow for people to stand up for what they believe in within and organization without the problem of being outcast by their peers and their superiors. It is my belief that if a company outright displays a message of diversity they are looking for new ideas, they should welcome controversy on the behalf of its employees. When someone chooses to speak up about a particular matter then this gives way to change within the company which can often time be for the better. However, speaking up can often times be for the worse. As stated in the article "Silence Killing Your Company", you should know when to "zip it".
Working in group aslo make situation competitive because group member often have their own idea which might affect workplace People working in a group may unconsciously perceive the situation as destructive. Also Working in a group can be source of positive synergy between a group and reason of constrictive conflict with positive impact. In Groups when competition r... ... middle of paper ... ...s, purposes. The two conflict management styles I prefer are compromise and competition. Compromise: In compromise both ends are placed against the middle in an attempt to serve the common good while ensuring each person can maintain something of their original position.
Some motivational resources include educational training, job rotation, pay raises time off awards and bonuses. This plan will also encourage the communication between leaders and workers. Leaders must ensure that all workers are included in the review of daily operations of the company. Not only will this provide the workers with the ability to discuss with managers those processes that are not beneficial to the company, but will also allow them to discuss possible alternative replacements. In turn, management is able to recognize the strengths and weakness in individuals.