The State of Disagreements in the Workplace - Essay Example

The state of disagreements in the workplace and misunderstandings results from the perception of the dissent needs, resources, beliefs, and even the relationship among an organization's members. It is due to the member's interactions that lead to conflicts concerning the contradictions in performing tasks and while making decisions. Since its allusion of the human interactions that are majorly stipulated in my case, I discern that attitude and goals are incompatible with those of other organization members. Despite the conflicts being the natural parts of our organizations, conflict resolution leads to a peaceful solution of the disagreement, thus improving the relationship between the conflicting persons. (Mayer, 2015) Therefore, the negotiations ensure a proper relationship with the opponent, find a peaceful solution to the hard situations, and lead to an appropriate understanding of the ideas and beliefs that leads to the conflict.

Nature of the conflict

My conflict is inter-personal conflict, differences in working styles, and the personal background led to the contest, for instance, two managers competing for limited human resources. It is majorly due to personal differences, lack of proper information, stimulus tress, and roles played incompatibility. Individual differences greatly impact the relationship between us due to the differences in the cultural background, education, experience, and traditions of the involved personnel, leading to the conflict's rise. Lack of accurate information is a great supplement, leading to the communication breakdown and, thus, information deficiency that stipulates disagreements. Presently, in many organizations, a role incompatibility is a challenge and a conflict source since the managers are assigned interdependent jobs. In contrast, the roles of the stipulated workforce might be incompatible. It might lead to environmental stress since there might be a lack of proper resources.

The personality mix occurring between us and the unrealistic needs and expectations resulting from ignorance and unrealistic expectations defines the basis of our conflict. Since the battle is a psychological state of mind during this time when we are in a dilemma, anything of value in the organization leads to the competition of the scarce organizational resources, leading to our conflict since they are competitively sought-after resources. (Das, 2018) The manger triggered my emotional reactions due to time pressure and deadlines since I am not a fast worker but can meet the set targets if given time. Policies, rules, and unreasonable procedures stipulate the dysfunctional conflicts that occur between my manager and me; thus, he should frame policies that will help me as an employee to achieve the objectives ably.

The other party is the production manager. He has different opinions on making the organization more productive while being a sales manager. I desire to employ a broad product that will lead to the maximum satisfaction of diverse customer needs. It shows the manger my genuine feelings and concerns over his ideas, but it can lead to major conflicts if not understanding them well. If the workplace boundaries are not clear, it leads to competition for the resources; thus, the manager cab is preventive if he turns them into opportunities. (Mayer,2015)

The interrelation and dependence of the organizational departments stipulate the chances for many different opinions and some that disagree with the matters and thus lead to the friction caused, which is harmful to the organization. I have been dissatisfied for a long time due to wrong placement and lack of promotions, and poor wages. It also greatly contributed to the manager's conflict leading to stress and pain, leading to different thoughts towards the manager. He poorly defined my responsibilities and duties, thus leading to chaos and organizational disorder.

When I see the manger, I feel he does not employ proper management skills necessary for creating an enabling environment favorable for me to execute my skills and knowledge and lead to the organizations scaling high and not to lead to the organization's downfall. The policy he should implement should be right for us majorly for me to decide on the information to be disclosed to the management since the privacy policy lies in the employees' decisions. (Das, 2018) If the manager treats me well, I will execute my activities to the maximum. Since I respect my manager and understand that managerial disruptions and misunderstanding are among the major causes of the conflict, there should be a proper response to reduce the possibilities of the disputes.

Therefore, we should handle the conflicts positively and form official grievance procedures in case of any disputes, thus concentrating on improving the work stimulus and active participation of both us. After we have properly understood the conflict, it stipulates the interests, what should be done, and what each individual will save the time we spent on arguments, thus not a useful way of negotiating. (Rahim, 2016) Initiating communications with the manager will bring up a solution due to the increased listening capacity and speaking about oneself, thus avoiding early judgments and leading to easy decision making—both of us taking part in the brainstorming activities for the possible resolutions.

Other employees might have a different perspective of my goals since they might think it is due to poor work execution that leads to conflicts with the manager since the organization has a primary value of improving the employee’s quality of work on a very sustainable note. Therefore, most of them tend to think the manager might not misunderstand the values and objectives that I may stipulate and thus have different thoughts over that. The manager thinks I am interfering with his goals and therefore tries to change.

Power

In conflicts, different situations show power, for instance, structural and personal. Personal power is the traits are the characteristics and attributes inherent in a person, for example, is determined and the ability to be knowledgeable and able to persevere in different situations at the time of the conflict. (Rahim, 2016) Being a manager, he exhibits the structural power, which is normally derived from the organization's formal authority. The two forms of energy are essential to each other; for example, when the manager is insecure, he might not have enough time and personal power to secure and support their power position and vice versa.

At the workplace, power problems lead to conflicts; thus, it is important to determine the best type of power in play for a proper choice of the approach that will lead the organization to scale higher. The manager has legitimate power due to the role and, at times, arises from the code of conduct and the company's standards that influence the behavior and the employees' choices. The manager accepting the social structure and cultural values lead to the rising of the legitimate power of influencing others, which is seen differently in this situation since there are problems because the manager has abused his power. And they are thus demonstrating behavior that is likely to stipulate threats to me for having opinions contrary to the ones he has.

Since I have different opinions in the field, I have expert power that has a long life span, and when I try to share my expertise, it leads to conflicts with the manager since he wants me to be constrained to what he thinks I right and not to give ideas of expansion. Therefore, developments of trust between us can be vital in helping the manager accept new opinions and goals that will improve the barriers that are hindering the company from achieving high.

Since power influences the outcome and helps get tasks they completed, it is important to understand the regime and its influences properly. In a conflict like in this situation, it stipulates one’s ability to meet the other's needs, thus able to influence the outcome and conflict concepts for better solutions. In cases where there are structural, and personal power strains, legal and political realities exist between the parties. The idea of mediators is now applied to create safer environments for the employees to survive. Regardless of the types of power, they greatly impact others' operations since they follow the persuasive and normative approaches that take care of others' beliefs and values when working in the same organization.

With the practical approach, that bases on the manager rewarding the employees for the job well done at the same time, employing the power to apply punishments where necessary. Therefore, the organization is struggling to replace the competition between individuals to replace it with the need to earn more as an administrative team and the employees to enjoy their workplace stimulus better. However, at the center of originations, there is power stipulating the ability to influence other people to do what you want them to do as a manager. (Mayer, 2015) When dealing with other colleagues, power is a difficult issue.

Since power changes many people, the manager being at the top of the organization prioritizes his own goals and the desires looking down upon my opinions and suggestions, thus failing to take the perspectives into account and disregarding my feeling since he is less polite. In cases where the manager is threatened, he acts aggressively to preserve his position of power instead of concentrating on the organization's developmental impact. At the workplace, I have needs of achieving, affiliation, and management of which the manager admires, leading to a negative effect on the quality of the executed work in the organizational setting; thus, the manager might be having much power due to the corporate ranking.

Styles

Our daily experiences stipulate making decisions that are always influenced by conflicts; for instance, a dispute is resolved when choosing between two real alternatives. In my work life, decision-making is vital as it offers a series of visual cues that include facial expressions to body language, thus easier for observing emotional conflicts that one might be going through while making tough decisions. (Rahim, 2016) Through the employment of decision-making, selecting different procedures and alternatives in finding solutions to problems in the workplace, thus effectiveness in the day-to-day operations of the firm and what it should build on to develop and scale high in its activities properly.

Being more concerned with the long-term goals and results, I used the abstract decision-making style after brainstorming on the alternatives that the manager thinks are the best. Coming up with greater approaches stipulates the plans for the company's improvements and acquire more. (Bösch, 2017) In this situation, I participated in integrating that accommodating both party's skills and mindsets; therefore, they can accept both ends' suggestions. At times it might be seen as letting one party have his way but is useful in making peace and leading to the accommodator feeling between the manager and me.

The integrated thinking approach that is employed enhances trust between the manager and the employee on properly sharing their perspectives that support decision making, thus promoting collaboration; thus, the manager and I can actively participate and review the outcomes that lead to transparency. Therefore, the manager tries to avoid the conflict since, after closer scrutiny, he assumes as if nothing ever happened, and it varies with the situation because he accepts after seeing the impact my opinions have and if it helps in the growth of the organization.

To keep this conflict going, both of us can accept the battle since it's natural and happens in any relationship, majorly in the workplace. Because disputes are hard to avoid, we learn on the strategic moves that will aid in their management since they are signed for the needs of change and opportunity for organizations' growth since it fosters understanding and improvement in proper communication strategies. The manager is a calming agent while dealing with conflicts and listens since he can analyze the competition and find the triggering factors, factors that lead to disagreements, and how the dispute can be resolved and focus on the future. By sharing the interests with the manager and being creative, we've worked on finding a solution.

I suggest being specific when dealing with the problems, for instance, assuring the manager of the procedures and guidelines vital in doing away with the conflicts fueling success in the company. The manager being specific, he can solve problems efficiently, and maintaining confidentiality gives the stimulus that will encourage us to work and plan on the right end with success. When in a conflict with the manager, he frowns and does not respond to questions when asked. (Mayer, 2015) At times, he can deliberately start wars due to any alterations when I do something contrary to what he expects, even if it is positive. If the conflict is not resolved, I will assume and continue to ensure the organization meets its aims and standards.

Assessment

The conflict between the manager and me occurs since it fuels stress due to the exchange of thoughts, frustration, and pain. Many times, unsuccessful approaches that might help solve the issues hence continue to be harder. He is unwilling to learn new ways of safely doing away with the repetitive problems and practice to calmly listen to me for the proposed solutions that will aid in profitability. He should also develop conflict management skills that are acceptable and fair in the working stimulus and thus processes the incidents that are harmful to the organization's well-being.

I want the manager to actively listen to me open up to him on my actual feeling and its impact on me and the organization. I want to expose the consequences and the suggestions that will help grow our organization and prevent it shortly. Proper analysis of the conflict will stipulate the factors that lead to disputes and what the organization fears losing in case the argument is exaggerated. Moreover, for us to resolve the discussions, we should employ the required strategies, for instance, a collaboration that will fasten the processes of finding solutions, thus the satisfaction of different parts of the organization.

Normally, the conflicts do not affect any other aspects of life since they are normal at the workplace and necessary to realize opportunities and thus lead to growth. The manager seems to carry the dispute elements to his normal issues in life since he mistreats children at home and wife, too, due to the workplace pressures. (Das, 2018) He waits for conflicts to grow deeper for solving to start. Thus, in the future, I hope our future relationship grows better and solve the matches in their early stages that will save time and lead to profitability. If the issue is small and does not show lasting consequences, it is good to accommodate the other party and not just serve my own needs.

Personal intervention

When angry, I get a pen and paper and write out my anger, especially when feeling my brain has reached a symbolic boiling point and can easily bubble. When it escalates, I leave the room and return after sometime after having a chance to breathing and processing angry feelings. When my manager is angry, he bursts it's out and, after a while, goes out to the filed to run, leading him to reduce the stress that might be approaching the optimum. Conflict changes the behavior in many ways since it imposes constraints, which are universal factors leading to change and important in generating proper measures and procedures for rapid change. The conflicts often make the manager hostile and me to lack cooperativeness due to the anger that rises. Moreover, it leads to demoralization in the workplace, thus reducing our productivity.

Solutions

Therefore, we can find a peaceful solution due to the disagreement between us by clarifying the point of contention, which will stipulate the goals and aims and enhance a discussion of our needs in the company. We will establish a common plan to avoid rubbing shoulders on different opinions and discuss proper ways of meeting a common goal, including good listening and communication skills and brainstorming. (Rahim, 2016) Determining the barriers is also a vital step as it will lead to agreements on the best ways of resolving conflicts and acknowledge the solution that we will find. We are both responsible for determining the competition. Thus, giving my own opinions on what should be done to integrate the process stipulates the control measures necessary for combating the disputes that arise. Therefore, the manager should seize from keeping disputes at the workplace and even away for better results from the organization and the employees.

Prevention

In the organization, we can prevent conflicts by listening first from our employees and talking second, which stipulates a proper communication rule that should be applied while interacting, especially when a manager. It will enable him to know the employees better and detect and solve cases of unhappy workers. The organization setting clear expectations is vital since the expectations are big points of conflict, reducing confusion among the employees. Therefore, the manager must make sure everyone is aligned with the organization's visions and mission, thus encouraging collaboration stipulating complementing each other, which leads to mutual respect among them. (Bösch, 2017)

In the future, we should spend time working on new projects and new hires, which marries expectations of setting goals and following proper communication guidelines, and fixing things that would arise to conflicts. As employees, we should know each other well and master their personalities and, if possible, take personality tests, for instance, the Myers-Briggs personality assessment that will lead to the manager knowing his/her employees well. The manager should not complain, blame, or criticize over the mistakes that their employees make but should be quick to forgive and forget, which gives them the morale of working even harder for the organization. In case any conflict arises, both the managers and the employees and the managers should embrace it since if they run away from the battle, there will be no opportunities for growth. Moreover, they should also take a proper survey of the employees to get their overall feeling since most employees usually hide their feelings.

In summary, in situations where two or more parties experience different forms of disagreements, there should be an intervention for conflict resolution amongst the two parties. The debates can be emotional, personal, or at work, but the right course of action should be followed to ensure the parties meet an agreement. In an organization, conflicts are seen as opportunities for growth, and they should be handled well to show the loopholes to be filled to escalate to the top. Conflicts appreciate our exchange with the reality of human action.

Reference

Mayer, Bernard (27 March 2015). The Dynamics of Conflict: A Guide to Engagement and Intervention (2nd ed.). San Francisco, CA: Jossey-Bass

Methods, Conflict Resolution (14 March 2016). "Conflict Resolution." 14 March 2016. Retrieved 14 March 2016 – via wisegeek.

Das, Tuhin, K. (2018). "Regret Analysis Towards Conflict Resolution." doi:10.2139/ssrn.3173490.

Rahim, M. Afzalur. (, 2016). Managing conflict in organizations (4th ed.). New Brunswick, N.J.: Transaction Publishers

Bösch, Richard (2017-11-20). "Conflict Escalation". Oxford Research Encyclopedia of International Studies. doi:10.1093/acrefore/9780190846626.001.0001 (inactive 2020-09-01). Retrieved 2020-07-18

The interrelation and dependence of the organizational departments stipulate the chances for many different opinions and some that disagree with the matters and thus lead to the friction caused, which is harmful to the organization. I have been dissatisfied for a long time due to wrong placement and lack of promotions, and poor wages. It also greatly contributed to the manager's conflict leading to stress and pain, leading to different thoughts towards the manager. He poorly defined my responsibilities and duties, thus leading to chaos and organizational disorder.

When I see the manger, I feel he does not employ proper management skills necessary for creating an enabling environment favorable for me to execute my skills and knowledge and lead to the organizations scaling high and not to lead to the organization's downfall. The policy he should implement should be right for us majorly for me to decide on the information to be disclosed to the management since the privacy policy lies in the employees' decisions. (Das, 2018) If the manager treats me well, I will execute my activities to the maximum. Since I respect my manager and understand that managerial disruptions and misunderstanding are among the major causes of the conflict, there should be a proper response to reduce the possibilities of the disputes.

Therefore, we should handle the conflicts positively and form official grievance procedures in case of any disputes, thus concentrating on improving the work stimulus and active participation of both us. After we have properly understood the conflict, it stipulates the interests, what should be done, and what each individual will save the time we spent on arguments, thus not a useful way of negotiating. (Rahim, 2016) Initiating communications with the manager will bring up a solution due to the increased listening capacity and speaking about oneself, thus avoiding early judgments and leading to easy decision making—both of us taking part in the brainstorming activities for the possible resolutions.

Other employees might have a different perspective of my goals since they might think it is due to poor work execution that leads to conflicts with the manager since the organization has a primary value of improving the employee’s quality of work on a very sustainable note. Therefore, most of them tend to think the manager might not misunderstand the values and objectives that I may stipulate and thus have different thoughts over that. The manager thinks I am interfering with his goals and therefore tries to change.

Power

In conflicts, different situations show power, for instance, structural and personal. Personal power is the traits are the characteristics and attributes inherent in a person, for example, is determined and the ability to be knowledgeable and able to persevere in different situations at the time of the conflict. (Rahim, 2016) Being a manager, he exhibits the structural power, which is normally derived from the organization's formal authority. The two forms of energy are essential to each other; for example, when the manager is insecure, he might not have enough time and personal power to secure and support their power position and vice versa.

At the workplace, power problems lead to conflicts; thus, it is important to determine the best type of power in play for a proper choice of the approach that will lead the organization to scale higher. The manager has legitimate power due to the role and, at times, arises from the code of conduct and the company's standards that influence the behavior and the employees' choices. Read More