Conflict in the workplace has occurred at every level in an organization and will continue to exist as long as individuals are employed. This conflict can occur at the highest levels of leadership all the way down to the lower levels of the workforce. Regardless of the conflict, if it is not handled properly it can negatively affect the perception and reputation of the organization. Depending on the outcome and how the conflict is handled, there can also be a positive effect. During the resolution phase of any conflict it is important to take the best interest of all parties involved. It is equally important not to lose the trust of your employees, managers and leaders by conforming to demands just to make the problem go away. More often than
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According to Nahavandi, Denhardt, Denhardt, & Aristigueta (2015), there are four types of conflict that managers encounter. They are intrapersonal, interpersonal, intragroup and intergroup. Is this conflict with the employee, between employees, between departments or with management? We know that initially the employee was reassigned due to poor job performance. The individual has been reassigned for one year without any prior concerns or discord with the reassignment until now. We need to speak with the individual and find out why they are experiencing mental anguish by having to move back to their old department and why they feel the situation was mishandled from the beginning. Raines (2012) states that “the goal of effective conflict management is to increase and improve the communication across opposing groups” (p. 325). By communicating with the employee we are opening up the lines of communication that will be needed to resolve this conflict. After discussing the current situation with the employee we determine that they are experiencing an interpersonal conflict with their new management in the old department. They feel that the reassignment was unjustified based on making only one mistake because people had done similar things in the past and never received any punishment. According to Nahavandi et al., this conflict arises from differences between people rather than organizational goals and can be very hard to overcome
According to Nahavandi, Denhardt, Denhardt, & Aristigueta (2015), there are four types of conflict that managers encounter. They are intrapersonal, interpersonal, intragroup and intergroup. Is this conflict with the employee, between employees, between departments or with management? We know that initially the employee was reassigned due to poor job performance. The individual has been reassigned for one year without any prior concerns or discord with the reassignment until now. We need to speak with the individual and find out why they are experiencing mental anguish by having to move back to their old department and why they feel the situation was mishandled from the beginning. Raines (2012) states that “the goal of effective conflict management is to increase and improve the communication across opposing groups” (p. 325). By communicating with the employee we are opening up the lines of communication that will be needed to resolve this conflict. After discussing the current situation with the employee we determine that they are experiencing an interpersonal conflict with their new management in the old department. They feel that the reassignment was unjustified based on making only one mistake because people had done similar things in the past and never received any punishment. According to Nahavandi et al., this conflict arises from differences between people rather than organizational goals and can be very hard to overcome