Conflict Handling at Reindeer Solutions - Assignment Example

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Leadership and Management: Conflict Handling at Reindeer Solutions of the Management of the Concerned 10 August Table of Contents Abstract .................................................................................................................. 3 1.0 Scenario ............................................................................................................. 4 2.0 Theory ................................................................................................................ 6 3.0 Application of Theory and Analysis ................................................................ 7 4.0 Conclusion ............................................................................................................. 8 5.0 Recommendations .............................................................................................. 8 References ................................................................................................................ 10 Abstract There is no denying the fact that conflicts tend to be the integral aspects of organizations that are given to performing in team scenarios (Pammer & Killian 2009). People do enter into conflicts with each other over a range of issues and differences. However, it is possible to manage conflicts in a way that does not lead to jeopardizing of the personal and organizational relationships and that optimizes the organizational performance (Pammer & Killian 2009). Yet, it is also a fact that organizational conflicts if mishandled could lead to the vitiation of the organizational environment and could seriously harm the organizational productivity and efficiency. The given report tends to analyze a conflict scenario at the Reindeer Solutions. The particular conflict situation pertains to the issue being faced by the management, HR and the senior accountant Julia in an organization named Reindeer Solutions. 1.0 Scenario Reindeer Solutions is a firm that tends to sell content associated solutions to the organizations spread across the non-English speaking world that are the Europe and Latin America. Reindeer Solutions is a highly efficient firm that relies on a limited number of trusted and skilled employees. The Head Office of Reindeer Solutions is situated at London. The particular situation is associated with a senior accountant, Julia, who has been working at the Reindeer Solutions since the past five years. Of late the senior manager Anthony has noticed many mistakes and flaws in the work submitted by Julia. Anthony tried to discuss things with Julia, but the situation still remained the same. On deeper enquiry, Anthony learnt that Julia is right now facing some domestic issues that demand her time and attention and thereby she is not able to focus on her work. Anthony does not want to lose Julia as she is an immensely experienced and skilled employee, yet he also wants to improve the things at the office. Anthony discussed the issue with HR Administrator Victoria. They agreed that the situation was serious as any serious flaws on the part of Julia could harm the business. So they decided to bring the HR Assistant Murphy and HR Officer Noel on board. These four administrators discussed the issue and came to the conclusion that losing Julia would be a serious mistake. Hence, they decided to offer Julia a junior post on a temporary basis, so as to allow her to focus more on the home front. The whole objective of this step was to place Julia in a relatively soft position till she tides over the rough patch on the domestic front, and then restore her to her original position. These four administrators organized a meeting with Julia and offered to her the contrived plan. However, Julia got extremely disturbed and annoyed at this proposal. She got really angry and said that this solution practically amounts to be a demotion and that her pride forbade her from agreeing to a junior post. This gave way to a conflict scenario between the management, HR and Julia. The manager and the HR personnel tried to explain things to Julia in a frank and poised manner; however, Julia refused to relent and left her job. Person Position Character Julia Senior Accountant Immensely skilled, obstinate and confident Anthony Senior Manager Shrewd, mild mannered, polite, friendly and considering Murphy HR Assistant Young, inexperienced, jovial and extrovert Victoria HR Administrator Young, inexperienced, serious and formal Noel HR Officer Astute, good communicator, patient and seasoned Transcription of Interactions between the Julia and the Administrative Team: J- Julia A- Anthony M- Murphy V- Victoria N-Noel Person What was Said AJ “Dear Julia, with due respect for your privacy, we have noticed that of late you have been unable to focus on your work.” JA “Yes, I am facing some issues at home, but this had in no way influenced my professional life.” VJ “Well Julia, its life. It’s normal to have issues, but we intend to convey to you that the organization cherishes your skills and experience.” JV “Thanks a lot. It was really heartening to know that.” NJ “I think right now you need to dedicate some extra time on the domestic side of your life.” JN “Well, I am doing my best MJ “Well, Julia, if you agree, we are willing to offer you a relatively soft position, so that you could dedicate more time to your domestic life. It is a junior position with lesser remuneration, but it will immensely help you. JM “No, I don’t think that I need to do that. In fact I find this proposal quiet insulting.” VJ “Julia, we are not in a hurry. You can take your time to think over this proposal.” JV “No, I think you already know my decision.” NJ “Well Julia, right now we don’t have any other option. I think it is a cool proposal. Besides, you will be reverted to your original positions once the things get well.” JN “I think you folks have made up your mind. In that case, I leave!” 2.0 Theory It goes without saying that conflicts happen to be an integral part of the work place environment. Because people tend to have varied needs and goal, it is natural to envisage conflicts in the contemporary organizations (Rahim 2007, p. 123). Yet, the thing is that if conflicts are mishandled they could lead to emotional pain and may mar the organizational efficiency. There tend to be varied strategies that could help in efficient and fruitful conflict management. Collaboration is one approach towards conflict handling that believes that working through conflicts in a meaningful and cooperative manner could lead to fruitful solutions (Gallagher 2009). Compromising is another approach towards conflict handling where all sides tend to give in a little to arrive at the resolution that is acceptable to all (Gallagher 2009). Accommodation is one other viable conflict resolution strategy where one side downplays the conflict to retain the incumbent relationship (Shapiro, Pilstiz & Shapiro 2008). However, in case of the conflicts where the goals tend to be important, competing is a viable solution for conflict resolution (Shapiro, Pilstiz & Shapiro 2009). Yet, it is also a fact that many a times certain conflicts tend to be stiff and the only pragmatic solution in such conflicts is avoidance. 3.0 Application of Theory and Analysis It is a fact that in the given scenario, the solution arrived at by the administrative team regarding Julia was highly appropriate. However, the administrative team made many mistakes during the conflict resolution process that aggravated the conflict and led to the loss of a skilled and experienced employ. First and foremost the administrative team should not have strived to deal with the issue facing Julia in a single meeting. Actual holding of the meeting should actually have been preceded by a range of informal meetings where the senior administrators should have discussed the issue facing Julia on a one to one basis. This would have mentally and emotionally prepared Julia to strike a compromise in her existent situation. Instead, confronting Julia at one go lead to emotional aggravation and the emergence of ego issues on the part of Julia that made her quit. The second thing is that the administrative team should not have brought into open the domestic issues facing Julia in a group scenario. In fact such an approach amounted to disrespecting Julia’s privacy. Besides, the administrative team showed disregard for Julia’s seniority by allowing the Junior HR personnel like Murphy and Victoria discuss her domestic and professional issues in front of everybody. Instead, if the junior HR personnel had kept mum and the senior managers that are Anthony and Noel have discussed things with Julia, this would have surely facilitated a collaborative approach on the part of Julia and would have eventually made her accept the proposal. In the end, the administrative team should have given Julia some time to reconsider the proposal and to facilitate any suggestions if she had, before they should have organized a second meeting with Julia. Such a stance would have sure led to an accommodating stance on the part of Julia. 4.0 Conclusion There is no doubt that the strategy pursued by the administrative team while managing conflict with Julia was inappropriate, not in consonance with the principles of conflict handling and totally disregarded any concern for her privacy and seniority. A more concerned and strategic approach towards conflict handling would certainly have led to a different outcome. 5.0 Recommendations In the light of the conflict under consideration, the following recommendations are made: In case of conflicts concerning an employee’s personal life, care should be taken to resolve conflicts through informal discussions before opening up the issue in a formal meeting In case of conflicts involving senior employees, it is the senior managers who should take lead in the conflict handling efforts. Proper respect should be shown for an employee’s privacy and seniority. The conflict handling should not be a rushed affair and must take ample time and meditation. Reference List Gallagher, RS 2009, How to Tell Anyone Anything, American Management Association, New York. Pammer, WJ & Killian J 2009, Handbook of Conflict Management, Marcel Dekker, London. . Rahim, MA 2007, Managing Conflict in Organizations, Quorum Books, London. Shapiro, D, Pilstiz, L & Shapiro, S 2008, Conflict and Communication, International Debate Education Association, London. Read More