The Aspects Of Conflict Within The Workplace

Although many of us go great lengths to avoid it, sometimes it is just inevitable. People in the workplace setting will always have different ideas, values, and attitudes than others around them. A conflict can arouse in any given setting, and the affect it can have on those involved can either be negative or positive. Depending on the approach and strategies utilized during and after a conflict will determine the result of the conflict. Conflict helps people recognize legitimate differences within an organization or profession and serves as a powerful motivator to improve performance and effectiveness, as well as satisfaction (CCN, 2017). This paper will identify and explore a particular recurring conflict in the

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’

Conflicts are inevitable. It is necessary for the advanced practice nurse to have skills in approaching conflicts, negotiations, and resolutions (Hamric, Hanson, Tracy, & Grady, 2014). According to Hamric et al. (2014), you do not have to feel pressured to instantly agree with other teammates; however, be respectful and listen intently and identify what you are able to offer to the team.

There are a variety of areas of conflict within my organization. In my opinion the conflicting areas are as follows lack of communication, leadership skills, management skills, and the lack of productive workers. As a results of these conflicting areas many of the employees within my organization are experiencing a lot of stress and are at risk of burning out. In order to reduce the level of stress within the workplace many of the productive workers have determined that it is more appropriate to do the bare minimum and are becoming less productive. Those who have burned out no longer have strong work ethic, instead their professional work ethic has become weak and pretty miniscule. How I work through these conflicts are pretty simple I take

I have not so much had a significant event in my professional career that created conflict for me; however, I recently dealt with a conflicted situation with my supervisor at work. This has to do with office space which is very limited in my department. The process of allocating offices for new employees was based on longevity. Most people in my department preferred the offices by the window because it had a luxurious view overlooking a lake. This particular window office had been exclusively assigned to physician's in the past, but when we did our initial office assigning when I was newly hired, I could not get any of the window offices, but when it

Unions play an important role in the marketplace by ensuring that employees are treated fairly. Although it originated around the industrial revolution and the reign of “Big Business,” the practice continues to day. Laws have regulated and organized, which resulted in collective bargaining power with the ability to go on strike or engage in negotiations. Although the role has changed over the years, businesses and unions continue to work together to improve the lives of the employees and hopefully inspire businesses to provide superior treatment to avoid conflict.

Being previously employed in a government warehouse has provided some experience with different cultures. The facility employed military dependents, ex-military, and civilians. There were over 800 employees and many from different backgrounds with different customs. One custom that seemed to cause conflict was spiritual practices. That custom seemed to vary throughout the facility. All cultures did not attend services on the same time. All cultures did not practice holidays during the same time of the year. All cultures did not celebrate holidays. Is there conflict in the workplace because of spiritual beliefs?

The scenario about drug testing in the workplace provided key lessons to consider in a negotiation. Those lessons influenced the way I approach a negotiation and altered how I look at conflict in the workplace.

Conflicts are prevalent within business organizations, in fact, “eighteen percent of managers’ time is spent trying to resolve personality conflicts among staff members.” (Robbins & Judge, 2009, p. 486) According to Robbins and Judges’ research, there are three views of conflict in the workplace, “Traditional, Human Relations, and Interactionist views.” (Robbins & Judge, 2009) Equally important to conflicts and resolutions within an organization is negotiating. The ability to negotiate in business is critical to the success or failure of an organization. I will investigate two types, “Distributive and Integrative Bargaining” (Robbins & Judge, 2009)

The essential meaning of organizational conflict is the difference by people or gatherings inside an organization, which can fixate on factors going from asset distribution and divisions of duty to the general bearing of the association. A typical case of organizational conflict happens when specialists advocate for higher pay and the entrepreneur or administration needs pay levels to continue as before. This begins at the procuring stage by noticing people's correspondence styles and considering how diverse objectives, interests and foundations may influence relational connections (Marra, 2012). Work environments may have particular and formal principles for conflict management, however even regular

The theories and strategies discussed in the readings support my findings from my negotiations. The type of conflict in both of the negotiations would be classified as interpersonal. According to Lewicki & Barry (2011), there are four levels of conflict: Intrapersonal (within an individual), Interpersonal (between individuals), Intragroup (within a group) and Intergroup (between groups) (p. 18). Often in negotiation there is a win-lose mindset. This approach is known as distributive bargaining. (Lewicki & Barry, 2011) Rather than use this approach, it is preferable to use integrative negotiation. This way strives to find solutions that satisfy both parties. (Lewicki & Barry, 2011) This was the goal during my salary negotiations.

Giving employees more responsibility and decision-making authority increases their realm of control over the tasks for which they are held responsible and better equips them to carry out those tasks. As a result, feelings of frustration arising from being held accountable for something one does not have the resources to carry out are diminished. (Maroney, 2004).

Conflict refers to the struggle or disagreement between people or parties with opposing principles or opinions. An interactive human being is involved in quite a few conflict scenarios through the course of his or her life and a group of people in a team or organization is quite often faced with conflicts as a result of differences in ideologies or when one party doesn't perform as well as expected. Examples of these conflicts include; leadership conflict, interdependency based conflict, working style differences, cultural based conflicts and personality clashes (Fareed, 2015). In an organization, for example, personal issues are one of the

The conflict that I had was a conflict at work which involved employees almost completely ignoring established standards and regulations regarding appropriate use on network and Internet resources. I needed to come up with a solution because assuring that employees and students follow established standards is one of my responsibilities. I work for a large public school district with 10,000 employees and 73,000 students. As a system programmer, I lack the authority to actually dictate a solution to this problem and I am far enough removed from the management ranks where even if I did provide a solution myself, it would not be taken seriously. I decided to use root cause analysis and assemble a team of stakeholders to find the actual cause

Conflict is an occurrence in virtually any organization, regardless of how large or small it may be. It is exceedingly difficult to get people to agree with one another about everything all the time, especially when they are competing for the same resources (Tsang, 2012, p. 84). This difficult is naturally exacerbated when there are stratifications between people, which frequently occurs in organizations. Organizations may have different categories of employers such as those in sale, marketing, finance, human resources, etc. The three main views of conflict which also play a significant part in the resolving of conflict are the traditional, the human relations, and interactionist views. There are points of similarities and differences between all of these views.