Imppact Case Study

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.

Firstly, it will seem that the management and the labor union of any organization have a stake in the success or failure of that organization. The success of the organization has to be the priority or the number one goal of any member or members of the organization. As such, the entire organization has to work as a team in order to succeed, thrive and survive. In the real world, that is not what is happening. As a matter of fact, the labor unions and the management of some organizations see each other as adversaries.

In relation to the management of conflict the College has several inter-related procedures. The first and most important to this area is the Anti-Harassment procedure. This procedure deals with the steps, first informal and then formal, that a member of staff who feels they are being harassed can go down to resolve this conflict. Linked to this is the Disciplinary procedure under which action may be taken upon a successful Anti-Harassment complaint. For managers there is also the Poor Performance procedure should the conflict be in relation to the performance of a staff member. For conflicts in relation to employment matters, pay and grading issues the College has a Grievance procedure.

Among the things that this book have taught me is the necessity to encourage workers. If management is treated as an art, it should be an accurate art of respect and recognition. This way, the employees will be effectively organized. The qualities of sense,

The relationship between employees and companies are becoming more and more complex all over the years. This relationship is extremely important since it directly affects how the employees fells about the organization, what are their attitudes about the company and how they effectively perform in their jobs.

There has always been a need for conflict resolution on the job. The grievance and arbitration process is one way for employees to be heard when conflict on the job arises. The grievance and arbitration process is also a way for employees to obtain some type of satisfaction at the end of the grievance process. Having representation by the union often guarantees an employee a fair, just, and timely grievance process. However, not all employees feel that way when they are not a represented the union. The grievance process can mean different things to each individual employee and usually no two complaints are normally about the same type of issue.

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’

Organizational structures have changed greatly in the last fifty years. Whereas most organizations were once rigid and centralized, most organizations are now taking advantage of flexible and decentralized structures. These new structures have affected the standard relationships between employees and managers. Additional layers of management have been created which blur the lines between the functions of managers and the functions of employees. Employees have become decision makers, and some managers barely have any authoritative power. Subsequently, these changes to organizational structures have impacted organizational strategies. This too, expounds upon the increased power of the employee and the reduced authority of the manager. The changes in organizational strategies make use of the dispersion of power in order to reduce costs and enable additional safeguards within these organizations.

A number of laws have been passed, implemented and amended by the United States congress to tackle disputes resolutions, employee and employer rights just but a few. Over time there has been change of behaviour. The workforce has embraced ligation in order to reduce disputes and turnovers .There by replacing common sense and compassion.

Describe how your organisation obtains the co-operation of its employees through the contract of employment and employee involvement techniques.

The role of management and unions in society today is to protect the employee. The management team needs to make sure she/he is treating the employee fairly, needs to provide a good work environment. If management fails to do a good job and the employee feels discriminated, treated unfairly, feels discontent for different reason, management does not want the union to get involved, they feel respect for unions and will do whatever it takes to make their team happy. This is why so many companies have employee parties, employee recognitions, etc.

In fact, the unitarist management views trade/Labor unions and government-mandated Labor standards as unnecessary. If management is applying effective policies and has good communication with its employees then conflict will not be an issue, hence conflict is seen as a result of poor management. Management with this frame of reference tend to be against unions and government intervention hence will not want unions in their workplace. However, many manager and employees tend to see their workplace or firms in unitary term and are happy with their situations. So in order to avoid conflict management will provide a better working environment, decent wages and work flexibility. However, this perspective is market based because if the company with these frame of reference have goals that are not met, maximisation of profit, then they will tend to cut cost in order to meet this goal. This will lead to several cuts in the workplace such as bonuses, paid leaves and so on.

When we take a look into the organizational environment, two aspects come into play one being the union workplace and the other non-union workplace. Unionized workplace is that where the union negotiates with the employers for an agreement and makes a point that the agreement is followed out. In this agreement,the union talks about its wages, benefits and how their working environment will be. Whereas in a non- unionized workplace, the employer holds the right to make decision for the employees.This paper discusses the differences in the organizational environment of the unionized and non -unionized workplace.

The world over, there are different types of organizations, these being public, private, non-governmental and international organizations. They survive because they are contracted to or employed people from different cultural diversity and professions. Besides that, some are profit making and others non-profit making organizations and they all in the end have an obligation to remunerate, provide benefits, an assurance of job security to employees and provide a conducive environment for productivity. Depending on the employer-employee relations, positive or negative attitudes manifest either from both parties tend to develop. As a result the objectives set by the organization can prosper due to positive attitudes or suffer because of negative attitudes. The attitude displayed in the public and private sectors by employees are more or less the same, if they are any differences those are to a lesser extent. These attitudes stem from different work conditions or the ecology of the workplace, cultural diversity and the political landscape the workplace finds itself in, the legal framework and organizational operational policies and the type of leadership style that prevails. For instance, during Khama administration since 2008, the Botswana government employees have had it hard without the award of reasonable salary adjustments, a move that saw the rise of Trade Unions in Botswana affiliating with the opposition party towards the 2014. In fact, in the year 2011

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