Conflict Situation: Analysis, Management and Resolution

Conflict
Situation
Running Head: CONFLICT SITUATION 0
Student Name:
Student University:

CONFLICT SITUATION 1
Introduction
Conflict can arise between co-workers, shareholders, employees, managers or subordinates in
an organization. It results in poor productivity, violence at the workplace or even harassment. It is a
management responsibility to resolve the conflicts on time. Here conflict situation is interpersonal
where an employee (1) work in software company as an engineer and loves his work. He is
hardworking and always on time. His co-worker comes late to work often and tries to find gaps to do
less amount of work. Both are working on the same project and report to the same head. The company
has a policy that if any employee is coming late at his workplace, he has to deal with his superior
before the allotment of work. One day employee (2) who never comes on time was 45mins late to
work so employee (1) told him about the company policy and asked him to meet the head. Employee
(2) got angry and told employee (1) that the superior is not going to know that I was late and done the
same thing repeatedly for the next few days too. Upset with employee (2) behaviour, employee (1)
decided to not to talk to him. This was an interpersonal conflict between the two employees. The
behaviour of an employee (2) was unacceptable but employee (1) never opposed about the gaps
employee (2) used to get out of work and the other activities he was doing after ignoring the policy.
As an employee of company, conflict between employee (1) and employee (2) affected me
because of the tensed situation, project failure, low performance, job dissatisfaction and negative
working environment. It is an issue as it distracts and threatens the psychological safety i.e. not
feeling comfortable, not giving best of your work or which makes feel dissatisfied and not dealing
with the project work properly because of continuous arguments among the two and delivering poor
quality. It can be stressful to deal with a negative environment that creates emotional effects like
anger, distraction from work, trust issues and hard to have interaction with them to make it normal for
better performance which can also affect the productivity of firm and increases the growth of
temporary employment for work purpose (Sakurai, Nakata, Ikeda, Otsuka, & Kawahito,
2014).

CONFLICT SITUATION 2
Conflict issue analysis
In an organization, interpersonal conflict is an issue which affects the performance of the
company, the relationship of both the employees and communication gap. This is a dysfunctional
conflict which is affective with emotional or values conflicts aiming at a person (Langton,
Robbins, & Judge, 2010). It is the conflict issue of contrasting styles like ethics, values, beliefs
where there are different work styles of employees which can be incompatible (Zorlu & Hacıoğlu,
2012).
Communication Channel, in this case, was face-to-face or personal communication which is
one of the richest channels used within an organization makes strong interaction but in this case, this
channel does not work and had a conflict between two employees. So thinking about better
communication channel which can be effective nowadays is connecting and communicating on social
media like Facebook, Twitter, E-mail (formal) or any other right tool to promote performance without
any conflict or fewer conflicts.
Power is something when someone can influence the behaviour of other but here employee
(1) was not having any power to do something against employee (2) more than saying or warning him
because they both were on the same position. Employee (1) tried to use expert power as a base which
is the influence based on special skills or knowledge as he was having knowledge about the
organisation and was always on time at work more than employee (2) and the policy decided by their
superior which employee (2) did not follow but the power used was failed immensely.
Looking at the conflict, the influence tactics noticed was an inspirational appeal, legitimating
and rational persuasion. Employee (1) told employee (2) about the organization policy decided by
superior whom he was not following was legitimate, showing employee (2) for not coming on time at
work and trying to do to less work was the fact and evidence with a logical argument was a rational
persuasion and making an emotional request by considering values of him by employee (1) to gain
support to work on the project and improve the performance was an inspirational appeal and this
tactic is the most effective but any of them did not work on employee (2).