Current Conflict Situation between Tania and John - Case Study Example

sе study Name: Institution: Instructor: Date: Abstract This report analyses, discusses the current conflict situation between Tania and John, and tries to set forward the easiest way of solving it. It analyses the character of each individual associated in the conflict and gives the character seen to be causing the problem. The report classifies the nature of the dispute as seen in this organization and gives the recommended actions that need to be undertaken to settle the conflict. The report focuses most on the ways of solving the conflict in a way that is not biased and one that will not cause more problems to the organization. The conclusion then summarizes the whole report by giving the most appropriate way of solving the conflict. Introduction The purpose of this report is to analyse the current situation of the dispute between John and Tania and discuss the way forward in solving it. There have been reports and complains from other workers about the existence of the conflict between the two individuals (Bercovitch, 1995). The conflict is seen to be affecting a big deal of work done where the two individuals are to work together. It also affects other workers as they are hearing of the ongoing conflict situations daily (Frickey, 2002). This can reduce their morale, as their leader is the one in the conflict. It also does not give a good company image as customers can easily hear of such a conflict and cause shame to the workers involved (Hawkins, 2008). It also affects output, as work from one employer is needed by the other and vice versa (Wai, 2012). The fact that they are not in good terms a worker may not put in effort to give quality output so that the colleague to handle the commodity next is the one blamed for the mess. Description and analysis of the conflict The conflict as seen between Tania and John is classified as being between man and man. This is also called character struggles between an individual and an antagonist. This kind of conflict in most cases may not be noticed by the society. It is only noticed by the society at an advanced level (Mathis & Jackson, 2012). This already classifies our case scenario as an advanced level conflict. This kind of conflict in most cases is not so hostile. It mostly happens silently without any leaders of a place knowing (Bercovitch, 1995). In a working environment, it may remain calm during working hours and only affect the individuals after work. In consideration with our case, ours is a serious situation as it is very open and even involves exchange of words. It therefore, requires some serious attention to solve it efficiently (Frickey, 2002). This classification is because there are two individuals in the conflict and that there is no other thing associated in the conflict (Kriesberg & Dayton, 2012). It is also classified as a heated conflict because of the case scenarios where the individuals exchanged words and even reported each other to the top management due to the poor services and low quality of products. The source of the conflict is the fact that Tania was given a promotion and John was not given. John is seen to be the one with the problem as he is the one who heats it up by throwing abusive words to Tania (Kumar, 2011). Tania in this case is a senior staff member as compared to John form when she was given the promotion. John is then supposed to be submissive to Tania as his supervisor and should not show such an abusive behaviour to his superiors. This is a show of lack of respect and poor morals (Bercovitch, 1995). Tania also heats up the conflict when she exchanges abusive words with John. This is a show of poor morals and is a bad example to the junior staff members. As a leader, she is expected to show good example in terms of morals and hard work. The complains raised about poor output should not be the case (Frickey, 2002). She is supposed to struggle hard to give the correct information no matter the situation. John is seen to be very jealous and high tempered. This is seen from the fact that he still complains of the validity of her promotion, which took place five years ago. His tempers are seen when Tania tries to talk to him in a cool manner but they end up throwing harsh words to each other. Tania on the other side is seen to be calm and understanding. This is seen from the fact that she approaches John a humble manner so that they can talk and clear the air but John becomes angry and harsh. The two individuals are seen to be stubborn, as the conflict has been settled several times without any success. This shows that it requires an extensive solution so that it can be settled (Frickey, 2002). The individuals also are seen to avoid each other ever since Tania was promoted. This is a clear indication that it is difficult for the individuals to work successfully in one department without clear resolution of the conflict. It also shows that both individuals are responsible for the gap in between them (Hawkins, 2008). They both facilitate the presence of the conflict. This widens the conflict further (Bercovitch, 1995). As a leader, Tania is expected to show calmness and try to resolve any upcoming hatred between her and John. From the scenario in the conflict, it can be seen clearly that lack of gender equality is a key issue in causing the dispute. John explains clearly that he has applied for the same post as Tania’s for quite a good time but he has not been given. This shows a big weakness in the human resource department as the human resource manager gives ladies an upper hand in allocation opportunities at the work place. This is the major cause of the problem. Power abuse and power imbalance is seen when the human resource manager uses his power to give privileges to ladies while ignoring gentlemen (Frickey, 2002). Power imbalance therefore is seen to affect the whole organization, as the top management has no say in the promotions of staff member. From the collected information of how the organization is run, there is no evidence that Tania had some extra skills or papers that enabled her to be promoted instead of John. This shows that power imbalance is still the factor causing issues in this department. High emotions are seen to be present in the two individuals associated with the conflict. This is seen when they throw harsh words to each other. They also talk ill of each other to the other staff members (Bercovitch, 1995). This is a show of enmity and should be stopped, as it is a bad show. It show bad role modelling to junior staff and can cause a bad company image to the public if the scenes in the conflict are exposed to the public. Poor company image can result in poor outputs thus low sales. This affects a business adversely. Disability is also an issue that needs to be addressed by the human resource manager. Instances of leaving out physically challenged individuals in places of work causes workers to have jealousy among them; a situation that creates conflicts. To help reduce on conflicts among employees, there should be equal allocation of work without favours (Frickey, 2002). Recommendations To help solve this conflict, I have come up with resolutions to that are supposed to be followed keenly. A staffs meeting is supposed to be carried out where every member of staff will appear (Hawkins, 2008). This is so because all staff members are aware of the conflict that is on between Tania and John. In the meeting, Tania is to say her opinion as to how the conflict started and how she thinks she can end it. John is also supposed to do the same thing. Other staff members are all to give their opinions on the best way possible to end the conflict (Frickey, 2002). It is important to include all the staff members, as they are the transporters of harsh words from one individual to the other, a scenario that heats up the conflict further. Other staff members are to be told to stop on this. The human resource is supposed to give the criteria he used in giving the promotion to Tania (Zartman, 2000). This step will make John satisfied that he did not qualify for the job. The human resource manager is also supposed to give the requirements and other criteria that are used in promotions, recruitment and allocations to attend seminars. All these rules and regulations about staff are supposed to be printed and given to workers for review (Frickey, 2002). The human resource should also print and give to the workers a set of rules regarding the acceptable code of conduct when on duty. It should also address the code of conduct when addressing a superior employee and when conducting various tasks during work (Hawkins, 2008). Any individual who breaks the set codes of conduct should face punishment, which should also be printed together with the codes of conduct. This will ensure that workers are in line with business ethics. As another way of resolving the conflict, John is supposed to be given another section or department so that they are not in close proximity with Tania. This is a requirement of a good conflict resolution where each individual is supposed to win something so that they are both satisfied for the actions taken (Hawkins, 2008). Being is different sections will also help avoid situations of complains in regard to the work submitted by each individual (Schindler & Toman, 1988). I will also organize a celebration such that Tania and John are given a chance to say something to their colleagues after which they will shake hands as a way of resolving their conflict. At the celebration, there will be a cake and a drink (Frickey, 2002). The two individuals associated in the conflict will be needed to cut the cake for the rest of their colleagues (Bercovitch, 1995). All individuals will celebrate with the two individuals kept at the centre of the others. This will help bring all workers together and more so the two individuals (Kriesberg, Northrup & Thorson, 1989). To solve the conflict, I will also organize seminars to teach all the staff members the importance of working as a team without conflicts. In the seminars, the workers will also be taught the importance of hard work as this is the first thing that can help a person to get promotion (Kleynhans, 2006). The workers will also be issued with handouts to teach them the issues considered before a promotion is issued and all the rules that are supposed to be followed for a smooth running of the organization (Frickey, 2002). All these activities will teach John of many things hence bring down his tempers towards Tania (Martin, 2009). The seminars will also prevent occurrence of other conflicts between the workers, as they will learn of very many things. Conclusion In conclusion, it can be seen clearly that the conflict between Tania and John needs some serious attention in order to solve the issue. The conflict is seen to have come a long way, five years down the line and now deeply rooted in the minds of the individuals associated with it. It is seen that there is need for serious resolution to be taken as outlined in the report above before the issue reaches the public. Reaching the public could bring a bad company image, which could cost the organization of many things. In general, it can be seen that conflicts in any situation are not good. This is because they can lead to very adverse effects affecting both the immediate members of the society and the distant ones. It is therefore good for each individual to try to solve conflicts around him. I look forward to a society that is out to solve conflicts and not to continue its spread. References Bercovitch, J. (1995). Resolving international conflicts . Boulder, Colo: Lynne Rienner Publishers. Frickey, E. (2002). Conflicts : brilmayer & goldsmith. S.l: Kluwer Law International. Hawkins, V. (2008). Stealth conflicts : how the world's worst violence is ignored. Aldershot, England : Ashgate. Kleynhans, R. (2006). Human resource management. Cape Town, South Africa : Pearson/Prentice Hall South Africa. Kriesberg, L., & Dayton, B. W. (2012). Constructive conflicts : from escalation to resolution. Lanham: Rowman & Littlefield. Kriesberg, L., Northrup, T. A., & Thorson, S. J. (1989). Intractable conflicts and their transformation. Syracuse, N.Y: Syracuse University Press. Kumar, R. (2011). Human resource management : strategic analysis text and cases. New Dehli : I.K. International. Martin, J. (2009). Human resource management. Los Angeles : SAGE. Mathis, R. L., & Jackson, J. H. (2012). Human resource management : essential perspectives. Mason, Ohio : South-Western Cengage Learning. Schindler, D., & Toman, J. (1988). The laws of armed conflicts. Dordrecht, USA : Kluwer Academic Publishers. Wai, Z. (2012). Epistemologies of African conflicts . New York, NY : Palgrave Macmillan. Zartman, I. W. (2000). Traditional cures for modern conflicts : African conflict "medicine". Boulder, Colo: Lynne Rienner Publishers. Read More