notable workplace problem

The lack of productivity while employees are in dispute is a significant workplace issue that I have observed in my firm. Personality conflicts brought on by the differences in viewpoint might even lead to strikes or, worse, drive away customers from the business. Although conflict is a natural part of life, it may have a significant negative influence on an organization’s production and efficiency. In order to resolve the conflict, the paper will explore a variety of options and offer the optimal one.

The following options are crucial for resolving the aforementioned issue. This technique involves the use of creative and cooperative solutions in a bid to satisfy all the parties concerns. This strategy makes time for relationship between parties and it does not mean a win-win situation but it provides a criteria in which every party is able to live with the decision. This will in turn create respect and trust because the parties would have contributed to the solution in a willing manner (In Hipel, 2009).

Competing Strategy

This strategy involves an aggressive and intimidating technique whereby the supervisor or employer uses pressure and power to make change. This means that conflict is resolved by implementing an unpopular decision. In this case, winning the argument is the main metric. The disadvantage of this approach is that it is results-based and therefore, the other party may not be satisfied with the decision.

Criteria

In the first alternative (Collaboration), the following five point criteria will be employed:

Setting the scene – In a bid to ensure a good start, it is imperative to set a scene for the negotiation. This should be done explaining the problem separate from the issue under debate (Agarwal, 2006). Also, this involves paying attention to each person’s interests.

Gather information – At this stage, it is important that the manager goes deeper to the surface to each individual’s underlying needs. Gathering data involves identification of issues, listening with empathy and clarification of feeling from both parties.

Both Parties agreeing to the problem – In this case, the manager must ensure that both employees are on the same page.

Brainstorm possible solutions – Both parties are put in a room and help solve the problem by themselves under a close watch by a mediator (Agarwal, 2006).

Negotiate a solution – In this step, the employees are able to understand each other and a possible solution needs to be mutually agreed.

The criteria for the competing alternative includes;

a) Spend time acquiring information and defining problems in order to avoid solving the wrong problem.

b) Consider situational factors such as time, information, capability and acceptance.

c) Assess whether the approach is damaging relationships and if not, then the manager should incentivize behavior change.

d) Assign responsibilities to each party and evaluate their reaction to the responsibilities assigned.

e) Analyze the results after using the strategy and share the evaluation knowledge with the right people.

Methods

While conducting the research, a number of steps were followed. To begin, information is gathered by using questionnaires and interviews across the organization (Agarwal, 2006). Thereafter, a review of the information was carried out in order to educate us on the past conclusions in this problem area. After review, the problem was then clarified and the concepts and terms were research on. The next step was to define the population under research and thereafter an instrumentation plan is developed.

Recommendation

The collaborating strategy is the best approach especially when there is need for faster issue resolution. It is also more practical and provides permanent solution to the conflicting parties. More so, it lowers the level of tension between the conflicting parties which results in more productivity, Better relationships and less friction in the company (In Hipel, 2009).

References

Agarwal, R. D. (2006). Organization and management. New Delhi: McGraw-Hill.

In Hipel, K. W., & UNESCO. (2009). Conflict Resolution. Oxford: EOLSS Publishers.