Conflict Between Employees And Managers Essay

In today’s organizations conflict and power are important elements to the success of any company but can also create negative long term impacts if not addressed. Organizations require enough power within the leaders to get through conflict and enough conflict within individuals to create new innovations. Not all conflict is bad but when there is conflict individuals with power must assist in aligning conflict resolution to assist in understanding for everyone involved in the conflict. The need for successful conflict resolution is vital for employees so that they are capable of moving on and understanding why the conflict was overcome.

A conflict can be described as an interpersonal disagreement between two or more parties having a difference in opinion, controversy, negative understanding or insufficient communication (McKibben, 2017). Within the healthcare arena, conflict cannot be avoided. It can have the ability to have a negative impact on the function of the team and result in inadequate patient care. When poor patient care is provided, the integrity of the nurse, the nursing profession, and healthcare as a whole is endangered (McKibben, 2017). As a result, conflict management is the process of recognizing and dealing with conflict in a realistic, fair, and competent fashion. Productive communication, problem solving, and discussing with a focus on the issues are required skills needed for conflict management (Saeed, Almas, Anis-ul-Haq, & Niazi, 2014).

Often, when the conflict happens, it is more volatile and more debilitating to the organization than it was initially. An open conflict or interpersonal disagreement festers just below the surface in the work environment. It comes up to the surface whenever enabled, and always at the worst possible instant.

Having worked in a home base healthcare company, we use to have conflict almost every minute of the hour, hour of the day, days of the week, weeks of the month and months of the year and these conflict is relatively the same but from different employee or the same employee, social worker, clients and their relatives.

Brubaker, Noble, Fincher, Park, & Press (2014) assess the workplace conflict management trends in the United States over the past three decades and predict the future direction of conflict resolution.

Conflict will always exist when a group or team is composed with different people with different approaches and ideas. Conflict cannot be avoided and in inevitable. As nurses, it is imperative that we have conflict resolution skills to deal with our day to day encounters (Yoder-Wise,2015).

As the expression of employees' dissatisfaction and differences with employers, conflict is regarded as bad and irrational for the organization and should be kept down through some forcible ways. Conflict can arise from employees' misunderstanding of the direction of the organisation or the poor communication between the staff and the management, enabling employees to substitute alternative agendas instead of the organisation's agenda (Bray, Deery, Walsh and Waring, 2005). Moreover, conflicts can arise from the poor management that caused by the management's failure to identify and meet employees' basic needs.

As nurses, it is imperative that we have skills to deal with conflict we encounter throughout the day. Some conflicts are easily handled with simple solutions; other disagreements can persist for weeks or even months and never be handled in a proper way to resolve the situation. The later kind of situation can create resentment, anger, and animosity between employees or colleagues. In this paper I will describe a conflict situation with resolution strategies used by the confronter, discuss other ways to resolve the conflict, and discuss the conflict theory most beneficial to use with a diverse group of people.

While conflict can be a healthy part of an organization, conflict managed poorly has significant impact on an organization. What further exacerbates this issue is when there is an imbalance of power. This paper examines the relationship of conflict and power. It will address how imbalance of power can impede one’s efforts in managing conflict in the workplace. It will also identify ideas on how to integrate ways to mediate conflict into the culture. Lastly, the paper will use a case study to illustrate these concepts.

Conflict is a fact of life - for individuals, organizations, and societies. The costs of conflict are well-documented - high turnover, grievances and lawsuits, absenteeism, divorce, dysfunctional families, prejudice, fear. What many people don't realize is that well-managed conflict can actually be a force for positive change.

Old Navy is a corporation that exhibits all of the characteristics of a business in an industry where good tactical management is the key to long-term success and survival. There can be little doubt that the backbone of every successful business or company is its staff of employees. Employees are the vital parts of the business machine that can aid in its success or contribute to its failure. It is, for this reason that it is imperative to possess the ability to acquire and maintain effective employees. The chief method by which a business or company can accomplish this task is through employee-centered motivational programs. While being an assistant manager at Old Navy I was able to look into how the business motivated its employees,

Conflict between team members will happen in the workplace because the fact that there will have an environment where decisions are made and personality clashes will occur. This doesn’t mean you have an unproductive workforce, it means you will have to be able to catch the problem early and know what to do with each individual case. People are going to disagree because they have different view points, different backgrounds and a different thought process, maybe even a different agenda for that project. People disagree for a number of reasons (De Bono, 1985). College graduates will be put into positions of uncertainty due to the lack of work history. This will in turn cause conflict, not knowing

Conflict in the workplace causes a decrease in the quality of care. Conflict creates chaos and a higher risk of poor patient care. Additionally low moral equals poor quality of care. As Sullivan stated, disruptive conflict does not follow any set of rules, and parties involved engages in activities to beat their opponent which causes angry, fear, and stress (2012).

Though the issue looked like personal conflicts on the face, it actually stems from the friction between two departments fundamentally different in their working methods and thought processes. The fact that the two managers, Ellen and Ronnie, with different working styles leading these two departments has only compounded the problem. Ellen’s complaint was that Ronnie’s team is not sending their timesheets in time, which is leading to late payments from the insurer and shortage in cash flow. Even Ronnie acknowledges this but the solution appears to be different in each other’s minds. Ronnie is adamant that they just need more time, while Ellen is saying that genuine effort is required, not just time extensions. As much as

Conflict is inescapable, having the ability to recognize, understand, and resolve conflicts are important in both personal and professional lives. Myatt (2012) states that conflict in the workplace is unavoidable; if left unresolved, workplace conflict may result in loss of productivity and the creation of barriers that can inhibit creativity, cooperation, and collaboration. It is vital to embrace conflict and address problems through effective conflict-resolution tactics because if not handled appropriately, conflict will escalate. “If not handled properly, conflict may significantly affect employee morale, increase turnover, and even result in litigation, ultimately affecting the overall well-being of