Conflict Resolution at Workplace - Research Paper Example

Conflict Resolution at Workplace Purpose: To resolve a conflict in the organization to improve future performance. Current Conflict Problem: A team leader of a project team tends to de-motivate its staff members by shooting their ideas down and therefore no one can stand up to him because he controls all the resources of a project. Impact of Conflict on Organizational Performance: The staff members are reluctant to share any further ideas which are affecting the overall advancement of innovation in an organization and increase in turnover rate and absenteeism (McConnon & McConnon, 2008). Model of Conflict resolution: Lencioni, (2005) discusses a conflict resolution model which has series of homocentric circles that are circling around the point of conflict. This model focuses on the four different types of hurdles that keep the conflict from being resolved. The conflicts that are closer to the center are easier to overcome and the conflicts that are further to a center they are difficult to overcome (Lencioni, 2005). Furlong (2005) has connected the circles of conflict in a pie graph and has made a division into six equal parts. The bottom half of the circle speaks about how to resolve the conflict and the top half speaks about those variables that intensify the conflict (Furlong, 2005). Laws of Grievance: Employee grievance occurs when an employer violates a law or a term which was present in the employment contract. The employment act 2002 state a system through which an employee can resolve the conflicts in the workplace (Davies, 2011). Current weaknesses in your Organization: One of the most eminent weaknesses in the organization is its structure and the power of decision making which makes the workflow inefficient. The organization lacks a proper accountability system because people tend to use their powers against the company’s interest. Recommendations for conflict: Organization should have a structure where the powers should not rest in the hands of a single person. Sharing of information should occur in an organization to let the new ideas to emerge so the company should move ahead in innovation. Accountability system should improve and an expert should be hired who would determine the personality types of individuals so there could be no clashes among the team members (McConnon & McConnon, 2008). Example of Case Studies: Louis Vuitton, an Italian shoe maker company has been using the Furlong’s circle of conflict resolution model since it was reported a lack of communication between the manufacturing department and the sales staff (Tidwell, 2001). A leading local newspaper of Chicago ‘Daily Herald’ has had the problem of sharing the information between their team members. The Lencioni resolution model has helped to resolve their conflict and the share the information effectively (Tidwell, 2001). Possible outcomes of these recommendations on organizational performance: It will help the organization to resolve the conflict and work efficiently without any hurdles if the new ideas circle around the company and started to appreciate the views of their team mates. Concluding Remarks: In this paper we have addressed the area of conflict in your organizations and have given recommendations and have suggested ways to minimize those conflicts. If you still have any queries regarding the proposal you are welcome to contact us. Reflective Statement: While working on this assignment for your organization I learnt many ways to deal with the people that have different personality types. I also learned that creating a hurdle in sharing of information between the employees is the major reason for development of conflicts. References Davies, A. (2011). Workplace Law Handbook 2011: Employment Law and Human Resources. Cambridge: Workplace Law Group Ltd. Furlong, G. (2005). The Conflict Resolution Toolbox: Models and Maps for Analyzing, Diagnosing and resolving conflict. Ontario: John Wiley and sons. Lencioni, P. (2005). Overcoming the five dysfunctions of a team: a field guide for leaders, managers and facilitators. San Francisco: John Wiley and sons. McConnon, S., & McConnon, M. (2008). Conflict Management in the Workplace: How to Manage Disagreements and Develop Trust and Understanding. New York: Cengage Learning. Tidwell, A. (2001). Conflict Resolved?: A Critical Assessment of Conflict Resolution. New York: Continuum International Publishing Group. Wandberg, R. (2005). Conflict Resolution: Communication, Cooperation, Compromise. Minnesota: Capstone Press. Read More