Workplace Conflict - Essay Example

Running Head: ESSAY QUESTIONS Essay Questions Name Institution Date Table of Contents Table of Contents 2 Part 1 3 Workplace Conflict 3 Effects of Conflicts in an Organization 4 Organization level 4 Effects on personal job satisfaction 5 How the problem affecting the team member can be solved 5 Part 2 6 Question 1 6 Question 2 7 References (Part 1) 9 References (Part 2) 10 Part 1 Workplace Conflict The workplace is usually composed of diverse individuals in the UAE. This situation is not different for Abu Dhabi National Oil Company. The diversity of the individuals affects their behaviors at the workplace which results to disagreement. Lack of understanding among the team members also results to conflicts in the organization. This is due to the differences in ideas and opinions. A team member in the company is faced with the problems of conflict due to the lack of necessary skills and knowledge. The company always ensures that the employees work in different teams for the purpose of ensuring the success of the organization. Occurrences of the diversity in ideas and opinions leads to poor performance both as an individual and as a team within the company. Lack of conflict resolution skills is thus affecting the employees under his supervision. The buildup of conflicts always leads to low teamwork spirits within the company. This is because of the negative impacts of the conflicts on the communication process. This problem is considered a serious human resource problem as it directly affects the personnel (Ackermann, 2012). Effects of Conflicts in an Organization Organization level The lack of knowledge and skills on conflict resolution by the team member of the company has negative effects on both the company and the team. Avoiding a conflict makes the problem bigger and complicated. Due to the conflicts in the teams, decision making is difficult as each decision made is contested by the other team members. On the other hand, the team members also find it difficult to make contributions to the team for fear of being overruled. Lack of harmony in the team is as a result of the poor conflict resolution skills majorly brought about by poor communication. The conflicts among the employees in most cases go unresolved and hence creating tension among the employees. Some errors in most cases have been noted in the operations of the company due to the apprehension in the team. The time taken to accomplish tasks is affected by the poor conflict resolution process (Rowe, 2009). The poor skills of the team member regarding conflict resolution also affect the communication process within his team. Communication is an important tool in any organization as it determines the performance of the team. This has a negative impact on the operations of the company because most activities of the company generally require proper communication. Poor communication will always lead to accidents during the operations of the company as it mainly deals with the use of heavy machinery. The process of conflict resolution is also difficult in the team as most team members always come up with their own versions of the conflicts facing them. This makes it difficult for the supervisor to make a decision that is acceptable to all the team members. In some instances during the conflicts, it is common for the employees to take sides which further escalate the problem. Taking sides also has a potential of dividing the organization. A hostile work environment is also a result of poor methods of conflict resolution. This affects the employees together with the clients. Conflicts in an organization therefore, require proper methods of resolution for the benefit of the organization to enable the realization of the set aims objectives (Kriebel. et al, 2006). Effects on personal job satisfaction The conflicts in the organization have impacts on the personal job satisfaction. The presence of conflicts which are never resolved impacts negatively on the employees who in turn attach little value to their work. This has a negative outcome on the customers as they may end not being treated accordingly by the employees. Conflicts in the organization can also have negative impacts on the health of an employee. According to De Angelis (2008), unresolved problem always results into stress. Stress has a direct impact on the performance of the employees. Conflicts in the team cannot be compared to minor disputes and hence the negative impacts it has on the performance of the employees. A part from the conflicts affecting the members of the team, it also affects other teams which requires the support of the team. This requires urgent intervention of the team leader in solving the problems affecting the team. It is also important to note that it is the responsibility of the leaders within an organization to create an environment that will encourage the people to thrive. This can only be achieved through putting in place measures that solves conflicts (Conaty, 2011). How the problem affecting the team member can be solved It is important for the supervisor who is a team member to learn the methods of conflicts resolution for the benefit of the team as well as personal benefits. One of the strategies that may be utilized by the team member includes meeting the team and giving everyone a chance to speak out the problems facing them. Each member should not be listened to and be allowed to state what should be done to resolve the conflict. All the members involved in the conflict should be assured that their problem will be solved in a neutral way. The team leader should also be impartial when addressing the problems facing the employees. The importance of the teamwork should also be made known to the members and how each one of them is important in terms of achieving the goals and objectives of the organization. The resolution of the conflicts will make the work of the team easier and the personal relationship between the team members will also be improved. The team leader should also undergo some further training on conflicts resolutions to be well equipped with the concepts (DeGraff, 2010). Part 2 Question 1 The recruitment and selection of the CEO of the organization is a sensitive issue as the CEO will be required to streamline the operations of the hospital. According to Williamson (2000), this requires a person of high integrity and good leadership skills. It is only through the use of a transparent and well formulated policy that this objective can be achieved. During the recruitment process, the first step will involve the advertisement of the post in the local newspapers as well as the website of the company. This is for the purpose of ensuring that applications are drawn from a wide range of professionals interested in the position. This is also one of the organizations culture with regard to filling the position of the CEO. During the advertisement, all the details and job description will also be indicated. The requirement which is both academic and non academic will also be indicated in the advertisement. The committee will determine the suitable academic and non-academic qualifications. This will save time for the committee as it will prevent the people who are not qualified from applying. A form will also be availed for the purpose of ensuring the applicants fill their specifications accurately. Their experience and other related personal issues regarding their suitability will be required. The position shall be open for any qualified person and there shall be no discrimination based on gender or race. After the closing date, the committee shall scrutinize all the applications and the ten most qualified will be short listed. They will be notified through emails on the interview date. The interview will be conducted by the committee and it shall include both oral and written. The best candidate will be selected for the post and issued an appointment letter by the human resource department. Question 2 Changing the human resource management practices in order to align them to the goals and strategies of the organization is significant for an organization. This involves incorporating the values of the organization for the purpose of guiding the human resource management practices. This process ensures that all the human resource practices aim at attaining the goals and objectives of the company through changing the organizational culture. According to Dess (2003), the strategic roles are the activities that directly contribute to the growth of the company. These activities are different from the operational roles of the company as it involves more of analysis of the human resource issues and their impacts on the organization. Upgrading the strategic issues ensures that the organization encourages the growth of the company using certain plans made after analysis of the growth factors. In case the organization is not going to add more staff, it is important to utilize the existing staff members. To ensure that they are fully productive, the human resource department should consider motivating them in order to improve their performance. Motivation of the staff members is important in boosting their morale which has a positive outcome on the success of the organization. However, it is important to note that the staff may be overworked incase the additional staff are not recruited. To solve this problem, training of the existing staff members will be required (Conaty, 2011). Training is an important human resource practice and it equips the employees with more knowledge. The employees will have diverse skills and hence applying them in other areas that would have required additional employees. Automation of services is also important as it reduces the amount of work performed by the employees. However, training is also required in this section. References (Part 1) Ackermann, A. (2012). Strengthening the OSCE's capacities in conflict prevention, crisis management and conflict resolution. Security and Human Rights, 23(1), 11-18. De Angelis, P. (2008).Blindsided: Recognizing and Dealing with Passive-Aggressive Leadership in the Workplace. Kindle Edition DeGraff, E. (2010). The Changing Environment of Professional HR Associations. Cornell HR Review. Kriebel, C. et al. (2006). Conflict resolution within economic organizations. Behavioral Science, 14(3), 183-196. Rowe, M. (2009). Organizational Systems for Dealing with Conflict & (and) Learning from Conflict: Introduction. Harv. Negot. L. Rev., 14, 233. References (Part 2) Dess, G. (2003). Strategic management: Creating competitive advantages. Boston: McGraw-Hill Irwin. Williamson, I. (2000). Employer legitimacy and recruitment success in small businesses. Entrepreneurship: Theory and Practice, 25(1), 27–43. Conaty, B. (2011). The Talent Masters: Why Smart Leaders Put People Before Numbers. Crown Publishing Group. Read More