Conflict After Merger Essay

2303 Words Sep 22nd, 2010 10 Pages
Both HDB and NEA posses varied working styles. Thus, they were unable to see eye to eye on certain ways and methods to deal with situations. This then resulted in conflicts between them, souring the relationship between the two parties. The conflict process as shown in the diagram below aims to map out the episodes of the conflict.

Incompatible Goals

Both NEA and HDB had incompatible goals. Although both dealt with hawkers, they dealt with different aspects. The HDB Hawkers Department dealt only with administrative matters of HDB hawker centres while NEA Hawkers Department formulates and implements policies on hawkers for the promotion and maintenance of food hygiene practices among hawkers and the maintenance of good public
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This would then result in greater tolerance, leading to shorter meetings.


Differentiation also resulted in conflict. Formed in 1960s, HDB would have many older and more experience employees. On the other hand, NEA, formed in 2002, has much younger employees amongst its ranks. The conflict is a consequence of this generation gap. The younger staff at NEA tends to be more dynamic whereas the older staff often followed the traditional methods of doing things. Both groups of people endorse “different needs, different expectations, and somewhat different values” (MVG 393). Mr Joseph Toh, a manager, has various older subordinates from HDB Hawkers Department working under him. He cites that being from a younger generation, he prefers completing tasks by using the fastest and easiest method. However, his subordinates tend to employ traditional methods, following closely to the book. This process is time consuming often causing delays. He feels that this decreases overall inefficiency of the department. On the other hand, his older subordinates view his style as shabby and not detailed as it is done in too short a span of time. The younger NEA staff therefore work shorter hours while the older HDB Hawkers Department staff clock in many hours of overtime. This results in clashing of work schedules. This generation gap conflict stems from communication problem and can escalate to socio-emotional conflict as each party sees

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