Worldwide Telecommunication, Inc. Prepares for Cultural Diversity

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

Time is a virtue and power struggles can cause misuse of time because employees are looking for ways to support their personal agendas creating a lack of productivity or effectiveness. “Empire-building, ego trips, favoritism, poor judgment, personal conflicts, demanding, complaining, and poor teamwork are often the outcome that may not be ideal for the economic benefit of an organization” (Daft, Murphy & Willmott 2010, p. 536). Overall conflict will assist in optimizing the organizational effectiveness. The conflict within the organization streamlines innovative thinking as employees look for new ways to prove their stance on an agenda. Conflict that is mediated builds a higher level of trust within organizational leaders as employees are better guided through advice and communication.

Conflict is a stubborn fact of organizational life. Regrettably, it is an inevitable when organizations incorporate individuals with such diverse scopes of life. As conflict is identified in organizational work teams, an analytical approach to conceptualizing conflict is the first step. Further development will then focus on the different sources of conflict and how it can compromise the common goal of the team if it is not handled correctly. Searching for ways in which to manage conflict and avoid conflicts in work teams will bring together the underlying focus of this paper.

Conflict is part of our human disposition; consequently, it is customary within organizations. “Left unanalyzed and unchecked, it can be a destructive force that consumes time, money and human resources. Learning the various ways that people resolve conflict and expanding their conflict resolution styles can lead to better results” (Sadri, 2012). Within organizations employees have personal beliefs, styles and attitudes, and backgrounds that at times can cause disagreements, inconsistencies and ultimately, conflict. It is the intent of this paper to examine the archetype of conflict as an

Conflict does not always come from bad decisions, but it can also arise from disagreements over a wrong decision. De Clercq, Thongpapanl, and Dimov, 2008). Academy of Marketing Science report shows that companies who works toward goals and growth often encourage conflict to make the best decision. A conflict also brings the best out of employees as it allows them to be free and individuals bring their own unique ideas and experience. (Stravato and 12, 2014, p. 18). Also, it gives the individual team member the ability to act independently. Nevertheless, in order, this to work team members must maintain the strong relationship that allows them to work together effectively. This link with destructive conflict because destructive conflict tends to create inequality and unevenness of power. Often employees feel they are judged negatively, which leads them to lose focus and confidence. Also, employees experience frustration during the conflict as their voice doesn’t have value towards decision making therefore, they tend to avoid communication with co-workers which might create additional

Diversity today is seen not only as the aftermath of the globalization process but also as the driving force of progress and an integral part of success of modern organizations. Ethnic, racial, gender, and religious diversity makes each one of us a unique citizen of this globalized world. An organization that brings together employees with such different backgrounds, benefits from the vibrancy of thoughts and varied viewpoints, brought to the company by multiple cultures and unique experiences of its employees. Distinctive capabilities of such workers and their individual skill sets and talents allow them to come up with creative solutions, new ideas and proposals, which increase efficiency of a team. While working together employees of such

This paper will explain and critique conflict management style. It will describe at least three conflict management styles, which conflict management style do I personally use most frequently and why I do. It will also describe the difficulties I have dealt with others who use different conflict management styles then me. I will discuss the advantages and disadvantages of each conflict management style. Finally I will describe conflict avoidance and its interrelationship with conflict management.

I aim to analyse key theories which examine the effects of conflict within the workplace. Conflict is a part of everyday life, as long as we have existed conflict has also. Rahim (2010) defines conflict as an interactive process manifested in incompatibility, disagreement or dissonance within or between social entities. However, he expands upon the definition stating debating as to whether the conflict is caused by the situation or the individuals type of behaviour. This contests the issue of whether conflict is caused by a particular situation that the employee has experienced or if whether the behaviourism of the employee is to blame. If organisational conflict is not resolved, several negative consequences can occur including increased stress among employees, reduced creative collaboration and team problem solving, disruption to work flow, decreased customer satisfaction, distrust, split camps, and create gossip amongst the workplace. (Moriarty, 2007).

On an individual level, workplace conflict is stressful and unpleasant. Penny and Allison are experiencing this in their workplace. The main problem they are facing are differing values, opinions and beliefs. The members aren’t able to effectively work together as there is difference in roles. Therefore, there is evidence of supressed innovation and productivity to improve their business. This will significantly affect business performance as having to deal with countless stress leads to tension and anxiety. Personal conflict at work is uneatable, however there are many solutions to solve the issue. One study (Mutjaba, B & McFarlane, 2005, pg53) claimed applying changes through roles will lead to improving employee and corporate performance. Many business leaders try to diminish workplace conflicts to promote an optimistic corporate culture with high team confidence. According to a recent Wall street journal article, some businesses are experiencing low levels of workplace conflict now that more advisers are working in teams. Avoiding disagreements manly just causes more friction overtime. Craig should hold Allison and Penny accountable for their engagement with each other and coach them to take an active role in building their personal relationship, while tracking their progress. This will ensure continuous focus on emotional bonding with another, gaining a

Our assigned case study states “that dropping its old ways of handling scheduling and logistics created a great deal of conflict at Burlington Northern Santa Fe railroad, but applying the principles of managing conflict helped the railroad adopt a more sophisticated system and recover its competitive position in the transportation industry (Robbins, pg. 428). Doug Conant, CEO of Campbell Soup, increased functional conflicts in his organization by emphasizing a higher purpose to the organization’s efforts rather than focusing on whose side was winning a conflict (pg. 428). Thus, a dysfunctional conflict environment changed dramatically and the organization was able to move from one of the world’s worst-performing food companies to one that was recognized as a top performer by both the Dow Jones Sustainability Index and Fortune 500 data on employee morale.” (pg. 428).

Conflict or disagreement over the range of issues has become inherent aspect of modern organisational life. People from different cultural and education background work in an organisation. People working in an organisation may possess different goal and interest. People working in organisation may tend to different over a range of issues including organisational politics, organisational procedure, personal preference or political preference. It is also argued that conflict is essential characteristics of organisational life. Role of manager is paramount with regard to negotiating the conflict that arises in organisational life (http://www.sagepub.com/). Often lack of

The five antecedents of conflict are the “overlapping or unclear job boundaries, inadequate communication, unreasonable or unclear policies standards or rules, unreasonable deadlines or extreme time pressure, and competition for limited resources” (Kinicki A. Kreitner R.2008 p. 277).

Cultural diversity has become widespread within many organizations today. The work groups in these organizations are increasingly being staffed by culturally diverse employees. The cultural differences exhibited in the groups can enhance or weaken the function of the work group, especially in a predominantly homogenous environment. These multicultural work groups present challenges to the organization and to the managers that must reduce these challenges in order to achieve the desired success of the organization. The biggest obstacle with

This paper will discuss how to diagnose a conflict using various conflict models using a case study that involves a workplace conflict between two individuals. Included will be detailed characteristics and attributes of the parties involved and how they may affect the conflict. Confidentiality is important in the workplace and will be discussed in regards to the case study. Resolution solutions that a practitioner may use will be suggested to assist in resolving the conflict. Conflict resolution can be a difficult task but if a practitioner implements tools like conflict models than conflict can be undoubtedly resolved.

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.