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Analysis of a Session for Employee Conflict Resolution - Assignment Example

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Often, individuals at different levels in the hierarchy have different priorities; and this can lead to a clash of opinions about the importance of any particular task (Bolton, 1996). Although there are times when conflict is a good thing (when it reduces Groupthink and enhances critical analysis that improves quality (Jex, & Britt, 2008); more often than not, the outcome of workplace conflict is negative for both - the individuals involved and the organization. When there are significant differences of opinion between co – workers, there is a chance that there will be a conflict among these individuals (Geldard, 1998). Conflicts in the workplace tend to create a negative atmosphere and raise the stress levels of not only the concerned but also other employees. A large amount of energy gets expended due to such conflicts, and productivity gets affected, as does the quality of products and services (Acland, 1990). At times, the conflict may lead to altercations in the workplace or outside it; and may adversely affect the work environment and even the quality of the final product or service provided by the organisations (Jex, & Britt, 2008). It is thus necessary for any manager to address conflicts as soon as they occur so that they do not grow beyond manageable proportions. When the conflict is between two individuals or within a group of individuals and the cause seems to be personal; it is deemed best that the issue be dealt with to the advantage of all concerned parties in order to restore peace and improve the quality of the workplace relationships shared by employees (Bono, Boles, Judge, and Lauver, 2002). Scenario Overview The present scenario depicts a conflict that has multiple aspects. Two co-workers are in conflict over the way tasks should be done and communication lines that need to be followed. The manager has observed that the age difference between the two men – one is over 20 years senior to the other – is adding to the conflict; and there are increasing numbers of loud arguments happening in the workplace (Bodtker & Jaimeson, 2001). As a result of the conflict between these two workers whose tasks are to some extent interdependent; the quality of the job outputs for both have been affected; and despite warnings, they have been unable to find common ground and bury their differences (Acland, 1990). Thus, the manager has deemed it best that the two workers – Steven and David – be sent for counseling to deal with the conflict at hand and find a solution that helps both parties. The agenda for this session is to identify the root of the problems that Steven and David have been having and to find a solution that helps both of them to do their individual jobs well without having to break up the working relationship. In an attempt to help Steven and David resolve their conflicts, it was decided that they should be called in together for a group session and Mapping for Conflict Management should be used in an attempt to help them find common ground and thus to find solutions to the strife that they were experiencing at work. The therapist asked them each to state their perspective on the issues that they were having, and how this affected them. Upon having understood the perspectives of both Steven and David, they were asked to then be part of the mapping exercise, and their needs and concerns in relation to the conflict were discussed. As the clients spoke, the therapist noted down the gist of their opinions, ...Show more
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Analysis of a Session for Employee Conflict Resolution Introduction Human endeavor produces the best results when all individuals involved are equally tuned into the task at hand and work seamlessly as a single unit (Eunson, 1997). But such situations are rare even in the best of workplaces…
Analysis of a Session for Employee Conflict Resolution
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