Workplace Dispute Resolution: When Proper Procedure is Not Followed - Assignment Example

Cliff, a member of the organization, sat next to Sonja when the conflict was boiling yet he uttered no word to do not help solve the situation. Third, there is unfairness in the length of time each worker executes his or her duties. For instance, Cindy worked for a longer period in the organization than Sonja did. Specific Steps Cliff Should Have Taken Cliff would identify the cause of conflict from Sonja. If he had sufficient information about the course of the conflict, Cliff could be in a position to solving it at its start.

Secondly, Cliff would have looked beyond the incident between Sonja and Cindy. There could be a possibility of work stress that escalated the conflict to a magnitude exaggerated than its real situation. He would consequently calm the situation before surprises arose. Furthermore, Cliff could request to propose a viable solution. After identifying the cause of conflict, Cliff could reverse the worsening situation. He should follow the various techniques proposed by Hoffmann (2012, p.39) in enhancing workplace conflict resolution.

Among the techniques, co-operation is vital to solving disputes. Bests Action for Cliff as a Supervisor Cliff, being the supervisor, would first give a notification to both parties in the meeting. Cliff should remind Sonja of the need for a corporation and working in harmony. He should highlight the advantages of respect and sharing of ideas not only to her but also to the entire organization. Cliff should let Sonja understand her limits to exercise authority. That she should not create trouble for other colleagues at work.

Steps by Heather to Sonja, Cliff, and Cindy Heather would identify the cause of conflict between Sonja and Cindy and then request for an amicable solution that would calm the office. Heather also needed to define the role and authority of Sonja and Cindy. He could do that by finding the cause of the conflict. In addition, he would also engage Cliff as the supervisor to find the real source of the conflict, and if possible involve him in finding a lasting solution and consequently reach an agreement.