Human Resources- Conflict

HUMAN RESOURCES- CONFLICT 5

HumanResources- Conflict

Everyorganization has to experience conflict at one point since theindividuals that form a team often have different viewpoints onissues. When people in an organization disagree on a particularmatter, the management should expect them to express their opinionsand the manner in which one handles the situation determines theoutcome. Positive conflict occurs when parties share their differentideas and negotiations in a healthy way, as an organization is aboutto make tough decisions (Raines, 2012). The William Bros Company hasseveral administration issues that could bring about conflict, andthe management has to tackle them for the enterprise to continueenjoying its success despite the threats it is facing.

Responseto Amanda Sheppard

WilliamBros executives might have conflicts with the top management due tothe lack of performance appraisals, job descriptions, and anEmployment Equity Policy. Interpersonal conflict can arise in thissituation considering that the company’s owners and employees havedifferent perceptions concerning the type of work they should do(Module 8). Amanda Sheppard’s suggestion of hiring a mediator isappropriate, although the owners would not have the ability to engagewith the employees in a conflict. However, the co-owners can take apositive approach in the conflict by asking the executives to expresstheir opinions concerning the performance appraisals and paymentduring the team meetings. The owners can utilize emotionalintelligence as a leadership competency to perceive the employees’feelings on this issue so that they can foster positive outcomes(Module 9).

Thesuccession management in William Bros is another issue that couldlead to conflict among the employees. Some of the staff members mightfeel that they deserve a certain position in the firm due to theirqualifications, and yet they lose it to an unqualified person whomakes a better impression. The executives might, however, not raisethis issue to the co-owners due to the fear of losing their jobs.Amanda Sheppard indicates that conflict can eliminate the use ofinefficient policies, and this is correct. Engaging the ownerspositively would be appropriate since organizational conflict is notefficient only when it reaches significantly high levels (McShane,Steen, &amp Tasa, 2015).

Responseto Nadia McDowell

Inaddition, Bob and John should adopt a democratic leadership style toallow other executives to contribute to the decision-making processduring successions, as this behavioral approach enhances leadereffectiveness (Module 9). Nadia McDowell is correct by indicatingthat conflict promotes stronger team cohesion, and this illustrateswhy the co-owners should engage with the employees to identify theneglected issues. Bob and John should, therefore, get suggestionsfrom other executive members while making replacements in the firm,and deal with any conflict with a positive approach.

WilliamBros should have constructive conflict considering its significancefor an organization’s health. The employees at William Bros fear tolose their jobs due to the lack of the firm’s consistent employmentpolicies, and this could adversely affect their interpersonalrelationships (Raines, 2012). However, they should have conflictssince this would enable team members to have a better understandingof their colleagues. Nadia McDowell affirms that conflict facilitatesa thorough evaluation of alternatives, and this is right. The WilliamBros working environment shall improve when the employees debateissues through conflict (Module 8). The co-owners should set moreteam meetings so that the employees might get the chance of sharingtheir ideas. When a conflict arises during the meetings, themanagement should deal with it effectively.

Conclusion

Theco-owners can take a positive approach in a conflict concerningperformance appraisals by asking the executives to express theiropinions on the issue during team meetings. Bob and John should alsoengage other executive members while making replacements in the firm,and deal with any conflict with a positive approach.

References

Introductionto Business Management and Organizational Behavior, Team andOrganizational Behavior- Power, Conflict, and Negotiation,Module 8.

Introductionto Business Management and Organizational Behavior, Team andOrganizational Behavior- Power, Conflict, and Negotiation,Module 9.

McShane,S., Steen, S., &amp Tasa, K. (2015). CanadianOrganizational Behaviour(9th ed). Whitby: McGraw-Hill Ryerson.

Raines,S. (2012).Conflict Management for Managers: Resolving Workplace, Client, andPolicy Disputes.Hoboken: John Wiley &amp Sons.