Employee Conflict Of Tamarack Industries

Like Stephen R. Covey once said, “most people do not listen with the intent to understand; they listen with the intent to reply” (Stephen Covey). Most people do not try to see things in the point pf view of others, they like to jump to conclusion. Conflict is an interaction between interdependent people who perceive that they have contradictory goals or scare resources. The more important the relationship is, the more important the conflict is.

Whether we like it or not, conflict is a part of everyday lives. It can happen to anyone, from your friends to your family.

Conflict, according to Wilmot & Hocker (2011), is defined as an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achieving their goals.

What is conflict? Even something as basic as a universal definition for the word conflict seems to vary from source to source. A literature review focusing on conflict defined it as “the interaction of interdependent people who perceive incompatibility and the possibility of interference from others as a result of this incompatibility” (Brinkert 2010). Often times the disagreement results not from a concrete difference, but rather a difference in perception (Ellis & Abbott 2012). One of the most important factors effecting conflict management is the resolution style used. The most often used tool for classifying how conflict is managed is the Thomas-Kilmann Conflict Mode Instrument (Iglesias & Vallejo 2012).

Conflict Industry is when there is conflict in an industry involving welfare, benefits, layoffs, benefits and wages, unionization, and work hours. It is a situation where disputes arise between employees and employers over matters related to the working conditions. Industrial conflict is defined as “any disagreement or dispute between workers and workers or between workers and employers regarding the condition of employments of workers and the general conditions relating to their employment.”

Conflict is “an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achieving their goals” (Hocker, 1991). There are two basic types of conflicts: substantive and emotional. According to Schermerhorn et.al., substantive conflict is a fundamental disagreement over ends or goals to be pursued and the means for their

The conflict process, identified by Robbins (2008), identifies the steps a conflict will progress through, resulting in the fifth and final step of either higher or lower group performance. The first step is the presence of conditions that create opportunities for conflict to arise. In this case, the conditions relate to the concern the engineers and baggage handlers at Qantas had for their job security, and the fear the majority of their work would be outsourced overseas. Qantas pilots wanted to ensure they were paid at Qantas rates for Qantas flights, rather than the lower Jetstar rates. On the other side, Qantas, seeking to cut costs and shift its focus to Asia, felt the employee concerns were unfounded and argued its survival was at risk. Stage Two of the conflict process is cognition and personalisation of the conflict, that is, the parties are aware of the conditions in Stage One and they have become emotionally involved in the conflict. Although not discussed in the material being critiqued, this realisation and personalisation most probably would have occurred when Qantas refused to grant the conditions requested by their employees regarding job security, outsourcing and pay. Stage Three identifies the conflict handling intentions of the parties involved and how they plan to manage the conflict. According to the unions representing the employees, they had recognised the need for Qantas to maintain

The text book describes conflict as “a process that begins when one party perceives another party has or is about to negatively affect something the first party cares about.” There are different views on dealing with conflict. There is the traditional view that seeks to eliminate any conflict and the interaction group that seek to use conflict as a stepping stone to greater things. Conflict can arise in any situation and, following the managed conflict view, it is not necessarily something to be push under the table but something to

Conflict is defined as the behaviour due to which people differ in their feelings, thought and/or actions. Collins (1995) states that the conflict is a ‘serious disagreement and argument about something important’ and also as ‘a serious difference between two or more beliefs, ideas or interests’ (cf. Kumaraswamy, 1997, p. 96). In general it is believed that conflicts are the underlying cause of disputes. In other words, dispute is a manifestation of the deep rooted conflict. A dispute is defined as ‘a class or kind of conflict, which manifests itself in distinct, justifiable issues. It involves disagreement over issues capable of resolution by negotiation, mediation or third party adjudication’

The main purpose of this research paper is to define that the conflicts between employees and employers doesn’t have any solution. Therefore, Marxism is one of the theories that emphises on this conflicts. Firstly i need to define that in Marxism , employers and employees are considered as capitalist class and wage slave class. Therefore, conflicts between Employers and Employees are considered to be conflicts between owners and working class. From the past to now the employees were struggling in order to attain a higher form of human society. In Marxism, it is defined that goods and things are produced mainly for people’s needs.It is obvious that each society has to do this. However, not in each society employers accepting their workers as those who are working not only for the salary but also for the need of society. Marx describe the situation of conflicts between Employer and Employee in competitive capitalism in ways that are similar in fundamental analytic respects. (Rueschemeyer, 1987) From my viewpoint the conflicts between employees and employers occur firstly because employees are exploited under capitalism. This means that, employees are working for their employers,and employers has the power over their workers. This power is not always considerd in a right way.

Conflicts are realities of life and can be defined as a “situation of competition in which the parties involved are quite aware of the incompatibility of future condition whereby each party wishes to occupy a position that is incompatible with the wishes of the other” (Olu & Adesubomi, 2013, p. 2). They have no boundaries. They occur whether we like it or not, especially when there is disagreement and misunderstanding which stands as major key characteristics of human relationships. The relationship could be domestic, national, or international (Spiroska, 2014). Furthermore, conflicts happen when people are incompatible. In the organizational setting, conflict could arise due to failure of the employer, not honoring certain agreed bargaining. Henry (2009) indicated that if the workers’ right and prerogative is not appropriated rightly, it could cause conflict; such workers’

The relationship between employers and employees and unions has always been a vital aspect for the profitability and growth for a company. If there is seen a harmony among the two entities, then the company prospers and is able to

The issue of employers’ and employees’ rights has always brought controversy in most companies. Some rights are expressly known like the right of employees to get paid after working for the agreed period of time among others. However, there are those things done by the employers that most employees feel are too private. Employees feel that some things done by the employers are an intrusion to their privacy. This paper will discuss issues on whether the employer has a right to review the employees’ email. It will look at both the employers and the employees’ perspective and what the law says about the issue.

As human beings, we are caught up daily in a complex web of social and commercial interactions. For as long as these interactions continue, interests are bound to clash. When interests clash or are in completion with the interest of others then we can say a dispute has arisen. For as long as humans exist there will be disputes.

Disputes are bound to occur in every work place between employers and employees. It is the easiest thing that can take place and it is important that the proper mechanisms are in place so as to solve trade