Change Management And Conflict In The Workplace

Although conflict in the workplace is a hazard which can rarely be avoided and in some cases is almost expected, managers can still do their best to prevent any negative conflict from occurring to the best of their abilities. The situation that I discussed in depth in my assignment three centred around the effects of how badly conflict within a working environment can affect the morale of those involved. The specific conflict that was analysed in assignment three was how manager and employee relationships affect the worker and the stores performance. Because of the rift between the two parties, work place standards fell and subsequent employee terminations occurred. As a primary source, in my opinion the reason that the specific chain of events …show more content…
One of these theories is change management or otherwise referred to as “organization development” which are the systematic changes made in a business to improve personnel’s soft skills Levasseur (2013 p. 566). Soft skills as defined by Dixon cited in (Levasseur 2013, p. 566) as a “combination of interpersonal and social skills”. Through improving the employee’s soft skills this will contribute to a better working environment for not only the individual but for all staff in the workplace. The change strategy that I would recommend to attempt to combat the conflict that occurred in assignment three would be to implement a new training system which involves the manager of the store along with the new employee starting their career with the business. A serious upgrade is needed to the current training regime as a tour of the facilities and quick run-down on how everything works is not sufficient in creating relationships and giving new employees an insight into the regular dealings of the workplace. In order for organizational change to be successful however it “must be able to genuinely transform the business.” Arnold (2015 p.1). For the business discussed in assignment three, radical reconstructing needed to be done. Wyles in ‘Facing the change challenge’ (2015 p.18) stated that “If we don’t drive change into the business the risk …show more content…
This is to make sure they are not being thrown into the deep end without any formal training. The training program specifically would have been developed through higher management using feedback from current employees along with prior research and academic literature. One of the main areas in which this plan will focus on is the constant feedback between manager and employee. This is due to the fact that the main problems faced in assignment three was that there was no communication between manger and worker. This could have boiled down too many things but as there was not a stable relationship between the manager and the team of employees this resulted in the chaos that ensued in assignment three. As stated by van der Rijt et al (2012 p.237) “adequate feedback is essential for learning” and that “in the absence of adequate feedback, efficient learning is impossible and improvement is only minimal even for highly motivated subjects”. So even if the new employee is raring to start at the new job and is highly motivated, without constant feedback from managers and other employees the employee will unlikely be able to learn much. Through the training program a bond between manager and employee is likely to form due to the consistent talk and feedback between the pair. This will hopefully translate into a healthy working