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MANAGING CONFLICT IN THE WORKPLACE

Task 1 – Case study
Q1. Briefly, discuss the conflict situation
Early last year, I happened to be involved in both an interpersonal as well as a dispute between an individual and a group in an organization where I worked as an independent external auditor. The conflict was between the chief internal auditors of the business organization with his assistant auditors against me. This is a Student Sample ORDER YOUR PAPER NOW
Q2. What were the early signs that conflict was occurring?
I came to understand that there was an occurring conflict when I noticed unethical behavior from the audit committee. The chief auditor talked to me disrespectfully and was non-co-operating. The junior members seemed to gossip much and excluded me from most activities within the organization. These are the signs of a starting conflict within a firm (Salin, D., & Hoel, H. 2011).
Q3. What stage or level did the conflict reach before the situation was controlled?
(Samantara, R., & Sharma, N. 2016), narrates that there are five stages; latent, perceived, felt, manifest conflicts and conflict aftermath. My conflict had reached perceived conflict stage in which one party recognizes that it is not in good terms with the other conflicting party. The latter is always opposing to make sure the objective or project is not complete. This is a Student Sample ORDER YOUR PAPER NOW
Q4. What effect did the conflict have on you, your customers, your colleagues, and the workplace or training environment?
There were both positive and adverse. After facing isolation and disrespect, I learned to be innovative, creative, have improved communication and determined to goal congruence in a conflict situation. They show the positive effects of conflict in a business enterprise. On the other hand, I spend much time trying to collect relevant information and data for audit work. These activities led to a waste of time and resources. If there were no conflict, the internal audit committee would have assisted me with the right materials to prepare the reports.
Q5. What factors contributed to the situation initially occurring and then escalating?
The conflict started when the company’s top management directors realized that the internal audit committee had manipulated the financial reports of the company as a result giving a false presentation of the organization to the public. They had to hire me as an independent external auditor to calculate and determine the exact figures and reports of the firm. The internal audit committee developed a conflict in me since I seemed to be a threat to their jobs in that organization. This is a Student Sample ORDER YOUR PAPER NOW
Q6. How did you take responsibility for resolving the conflict?
To resolve conflicts, I took some measures which included; understanding the employees’ emotions and temper. Most of them were not happy with the external audit work that I did so I had to avoid talking in a manner which could raise their emotions and temper. Since it was not easy to negotiate with the committee for resolution, I had to approach the top-level managers and directors. I listened to whatever views they gave and proceeded with the work.
Q7. What communication skills assisted you to resolve the conflict?
Communication skills refer to the ability to pass information or message from one person or party to another using effective means (KAUR, M. 2016). I used skills such as active listening, seeking clarity ad concision, being open-mindedness, using friendly tonal variation when speaking and ensuring respect as well as being confident in whatever I said.

Q8. What was the outcome of the conflict?
After finishing the audit work, it was clear that the internal audit committee had manipulated the reports to impress the public and shareholders. My duty was fully done, and I had to leave the organization for it was a temporary job. The conflict ended and the chief auditor together with his team was summoned to appear before the directors.
Q9. What organizational policies and procedures assisted you in determining an appropriate conflict management strategy and resolution to the conflict?
The organization had several rules and regulations which helped in conflict management. It emphasized on equal opportunity policy where all employees are subjected to fair treatment in the workplace. Employee conduct established the responsibilities workers were to follow. Dignity at work ensures that there I no bullying and harassment among employees. Discipline and grievance procedures reduced misconduct behavior of employees.
Q10. What did you learn from the situation?
I learned methods of resolving conflict resolution as well as the best strategies to follow. Moreover, I came to understand different communication skills and rules, policies and procedures of a business enterprise. Lastly, I found it unethical for auditors to present a false impression of a firm.
Task 2 – Case study
Q1: What stage of conflict is this? Explain.
It is the perceived stage of the conflict. This happens when people around become aware that there is a conflict. In our case, during the shift briefing, John behaves in a manner that suggests there is a conflict between the two. The other staff notice and becomes embarrassed.
Q2: Should you try and resolve the situation in the shift briefing, in front of other staff?
Yes, I would ask John to speak whatever he had to say instead of making the other members annoyed by muttering and rolling his eyes. If I wait for some days, the conflict would be harder to solve. It should be solved once it arises.
Q3: What conflict management style would you use and why?
There are five namely; accommodating, compromising, competing, avoiding and collaborating styles Adekola, A., & Sergi, B. S. (2016). I would use collaborating style whereby I would try to pair up with John so as to end the contract. It avoids the paradigm of win-lose and promotes that of win-win. As a team leader, I should ensure every member is comfortable in the group.
Q4: What action could you take to address the situation before it escalates?
I would try to solve the issue before it becomes difficult to handle. I would follow steps of resolving interpersonal conflicts which are; asking questions to John to know the source of the conflict and analyze his perspectives. We would then check where the mistakes are and request for solutions from staff members and John. After coming to an agreement, we would de-escalate the conflict.
Q5: What resources could you use to help in this situation?
I could analyze and use relevant material research on conflict management. Other resources include books, organizational magazines, and journals with conflict resolution methods as well as the internet. The information provided will be useful to deal with John’s interpersonal conflict. This is a Student Sample ORDER YOUR PAPER NOW
References
Salin, D., & Hoel, H. (2011). Organisational causes of workplace bullying. Bullying and harassment in the workplace: Developments in theory, research, and practice, 227-243.
Samantara, R., & Sharma, N. (2016). Organisational Conflict Literature: A Review. Parikalpana: KIIT Journal of Management, 12(1), 30.
KAUR, M. (2016). Communication Skills in Business. Indian Journal of Applied Research, 6(1).
Adekola, A., & Sergi, B. S. (2016). Global business management: A cross-cultural perspective. Routledge.
Long, C. P. (2016). Promoting fairness in the face of conflict: the moderating effect of social control. Leadership & Organization Development Journal, 37(5).

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