Managing Conflict
Introduction
In this week’s assignment, we have been asked to propose a plan to resolve the conflict that has been presented in the DPU case study. First we will look at the conflict issue that faces the human resources manager. Next we will discuss possible actions that the DPU CEO could take to resolve the conflict presented in the case study.
The Conflict Issue First, let’s start by looking at what the conflict scenario is that requires a conflict resolution plan that the DPU CEO is facing. The scenario presented for this week’s paper is issue five of the case study: The CEO’s new human resources manager has been dealing with a number of complaints since assuming her position. She is currently attempting to resolve one filed by an employee. Abram is an engineering supervisor who recently disciplined an employee for excessive absenteeism. Jon, the employee, subsequently filed a complaint against Abram, stating he felt that he was being unfairly disciplined. Jon stated in his complaint that other employees in other divisions were absent more often than he was and they had not been subject to disciplinary action. Abram’s response to Jon indicated that he had violated the engineering division’s attendance policy that allows no more than two unexplained absences a month. In the last month, Jon had had five unexplained absences. Jon had previously exhausted all of his earned time off, so Abram had told Jon the days he took off would not be paid. Jon has requested that Abram remove the disciplinary action and pay him for the five days he was absent from work. Abram was unable to resolve this issue. Conflict Resolution Now that we have identified the conflict scenario that is facing the DPU CEO, we will look at possible conflict resolution approaches that could be used in this situation. …show more content…
Before we look at a possible solution, what exactly is a conflict in the workplace? Conflict in the workplace can be very disruptive, and it can affect team effectiveness and moral. It is important for leaders to be able to identify and mitigate conflict listed in the table below are some of the most common causes for conflict in the workplace. (KavitaSharma, 2012) There are serval common approaches to conflict management, let us look at a few of them. The first approach is forcing, is this using formal authority or other leadership power to resolve the conflict without regard to the concerns to the parties involved in the conflict. Accommodating is allowing the other party involved in the conflict to satisfy their concerns while neglecting the concerns of the other party. Avoiding is an approach where the leader pays no attention to the conflict and does not take any action to resolve it at this time. Compromising is attempting to resolve a conflict by identifying a solution that is that partially satisfies both parties, but does not completely satisfactory either party involved. Collaborating is one member cooperates with the other party to understand their concerns and expressing your own concerns in an effort to find a mutually and completely satisfactory solution, both parties are totally happy (Williams, 2003). With the data that we are presented in the case study I would recommend two possible course of actions. The first would be to have the DPU HR department sit down with both
Introduction
In this week’s assignment, we have been asked to propose a plan to resolve the conflict that has been presented in the DPU case study. First we will look at the conflict issue that faces the human resources manager. Next we will discuss possible actions that the DPU CEO could take to resolve the conflict presented in the case study.
The Conflict Issue First, let’s start by looking at what the conflict scenario is that requires a conflict resolution plan that the DPU CEO is facing. The scenario presented for this week’s paper is issue five of the case study: The CEO’s new human resources manager has been dealing with a number of complaints since assuming her position. She is currently attempting to resolve one filed by an employee. Abram is an engineering supervisor who recently disciplined an employee for excessive absenteeism. Jon, the employee, subsequently filed a complaint against Abram, stating he felt that he was being unfairly disciplined. Jon stated in his complaint that other employees in other divisions were absent more often than he was and they had not been subject to disciplinary action. Abram’s response to Jon indicated that he had violated the engineering division’s attendance policy that allows no more than two unexplained absences a month. In the last month, Jon had had five unexplained absences. Jon had previously exhausted all of his earned time off, so Abram had told Jon the days he took off would not be paid. Jon has requested that Abram remove the disciplinary action and pay him for the five days he was absent from work. Abram was unable to resolve this issue. Conflict Resolution Now that we have identified the conflict scenario that is facing the DPU CEO, we will look at possible conflict resolution approaches that could be used in this situation. …show more content…
Before we look at a possible solution, what exactly is a conflict in the workplace? Conflict in the workplace can be very disruptive, and it can affect team effectiveness and moral. It is important for leaders to be able to identify and mitigate conflict listed in the table below are some of the most common causes for conflict in the workplace. (KavitaSharma, 2012) There are serval common approaches to conflict management, let us look at a few of them. The first approach is forcing, is this using formal authority or other leadership power to resolve the conflict without regard to the concerns to the parties involved in the conflict. Accommodating is allowing the other party involved in the conflict to satisfy their concerns while neglecting the concerns of the other party. Avoiding is an approach where the leader pays no attention to the conflict and does not take any action to resolve it at this time. Compromising is attempting to resolve a conflict by identifying a solution that is that partially satisfies both parties, but does not completely satisfactory either party involved. Collaborating is one member cooperates with the other party to understand their concerns and expressing your own concerns in an effort to find a mutually and completely satisfactory solution, both parties are totally happy (Williams, 2003). With the data that we are presented in the case study I would recommend two possible course of actions. The first would be to have the DPU HR department sit down with both