BUS610 Week 3
BUS610 Week 3
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Date Created: 11/14/15
Ru n n i n g H ea d Con ict Identification and Resolution Con ict Identification and Resolution Nikki Derry BUS610 Organizational Behavior Instructor Doctor Shawna Wentlandt Monday September 22 2014 Con ict Identification and Resolution 2 Con ict Identification and Resolution Over time con ict has been viewed as something to be avoided or eliminated as inevitable but manageable and even as a driving force that leads to innovation and much needed change De Dreu amp Van de Vliert 1997 Fink 1968 Con icts are a part of every company organization and business that is in operation and unfortunately there are no ways to avoid when con icts arise One major contributing aspect that leads to con icts in the work environment is background and diversity No matter where one is working there are going to be other individuals that come from different work backgrounds and culture diversity and even though this is a good thing it can easily cause con icts to arise When a con ict does arise it is important to take all aspects of the situation and to investigate how can we fix the con ict and preferably prevent it from happening Once the con ict arises it is vital to look into the different sources and levels of con icts to better understand what one is dealing Once the sources and levels are acknowledge than we would have to find the appropriate steps in order to confront the con ict We are then able to have information on hand in case we need to go back and refer to the steps again After the situation is addressed and the steps have been put in place than we can hopefully identify different outcomes that can happen and understand what caused those outcomes for future references I work for Martinez and Turek Inc MampT which is a small aerospace engineering company as their human resources department Last week a situation was brought to our attention about a form of sexual harassment being conducted in our shop Con ict Identification and Resolution 3 area I was instructed to send out a memo on sexual harassment reminding everyone what our policy is and that there is zero tolerance for it One of our owners who is still very deeply involved with our everyday operations was not too pleased with the memo and sought me out to ensure that I knew he was the owner and I had no right in sending the memo out in the first place Baack 2012 mentions that diversity Each generation has characteristics and common bonds that make it distinct from others Managers are expected to adjust to these differences Women continue to break the glass ceiling in the corporate world and are working in jobs that were formerly only held by men At MampT our four owners are the ones that started the company over thirty years ago and have seen it grow from a few employees to over 200 There is a wide spread of different work backgrounds as well as cultural diversity throughout the whole organization In this exact situation that occurred the owner is in his later years while I am in my late twenties as well as he has been here for the length of the company whereas I have been here for a much shorter time Baack 2012 states that the following are sources that lead to con icts Individual Level job assignments performance appraisals promotions pay raises dependencebottlenecks personality issues and incivility goals goals status differences communication breakdown power differences ethical violations When looking at these sources that could lead to potential con icts I recognize three having played a major factor which is dependence status difference and power differences Our owner believes that he is in the right to veto anything that comes up that he does not agree to which leads to the dependent source Status different and power difference play hand in hand with Con ict Identification and Resolution 4 each other Mainly because being the owner he has a higher status than I do as human resources as well as having the ability to use his power to change certain decisions made Looking into the four different levels of con ict we have the intrapersonal con ict which occurs within the individual whereas interpersonal con icts take place between multiple individuals Intragroup con icts are when a con ict occurs between individuals within a group and intergroup con icts occur when departments groups and companies get into con icts In this situation the level that took place is the interpersonal con ict Personality con icts often result from workplace incivility Examples of incivility include sexually inappropriate comments racial or ethnic slurs ridicule of olderyounger workers derision based on sexual orientation and insensitive comments about physical or mental disabilities Blau amp Anderson 2005 the owner s personality as well as age played a contributing factor to a situation that arise The step that was taking in order to resolve this situation was communication When the owner was upset and let me know that I had no right to send out that memo I told him that the request was made from the CFO and CEO to address a memo to the company When that did not calm him down I asked my CFO to come to my office to see if he could help diffuse the situation Luckily this was a major contributing factor to solving the con ict simple because our CFO has been with the company for over a decade and knew how to talk to the owners to make them listen For this con ict communication is what helped end the situation however if it had not then we would probably have to sit down with all four of us the owner myself CFO and CEO and find a common ground I feel that in order to prevent this situation from occurring again next Con ict Identification and Resolution 5 time I am ordered to send out a memo I will contact all four of the owners and give them the reason for the memo and ask if they have any questions or concerns Hopefully by doing this I will gain some respect from the owners and in turn they will know and understand that I am sending out these memos for the good of the company Baack 2012 states First managers should actively analyze potential sources of con ict at all times so that these sources can be eliminated Second managers should seek to become quality con ict arbiters They should remember that impartiality a sense of humor and a calm disposition are major assets in con ict resolution Depending on the situation that occurs the outcome can be much different One example would be that the con ict could help introduce muchneeded change which is not always a bad thing At MampT they believe that if it is working then why change it however this sometimes works for the better or can hurt you In the con ict the owner and I had this outcome would be beneficial because it would show the owner that they need to take more care in what is being down around the shop and what is right and wrong A second outcome that would bring great result would be con ict resolution may foster increased communication in the future This positive outcome would be spot on at MampT there is not enough communication and missed communication that often occurs It is not hard to have a good communication structure and it is one of the most important aspects to having in an organization If taken the time to explain to the owner how all communication is vital and important this might help stop con icts before they begin A third outcome that could have possibly happens is the owner get even more upset about the whole situation and demand that I am fired Even though this is extreme I feel that in Con ict Identification and Resolution 6 a smaller company individuals are easier to replace and if the owner of the company sees it justified than the CEO might comply with his wishes All three of these examples could have easily taken place and could have been justified as well When dealing with a con ict in your work enVironment it is important to keep an open mine and understand how work backgrounds and culture diversity play into con icts when they arise Knowing how to deal with a con ict and understanding that all con icts will have certain steps that need to be taken as well as haVing different outcomes that can play out will allow managers to be open to suggestions as well as haVing the ability to stop con icts before they arise in the future Con ict Identification and Resolution References Baack D 2012 Organizational behavior San Diego CA Bridgepoint Education Inc Blau G amp Anderson L 2005 Testing a measure of instigated workplace inciVility Journal of Occupational and Organizational Psychology 724 595 614 De Dreu C amp Van de Vliert E 1997 Using con ict in organizations London Sage Fink C F 1968 December Some conceptual difficulties in the theory of social con ict Journal of Con ict Resolution 412 460 Con ict Identification and Resolution
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