Navigating Workplace Conflicts Effectively

This assignment explores the importance of conflict management in a professional setting. It emphasizes the need to choose battles wisely, understand opposing perspectives, and adopt collaborative approaches. The text delves into negotiation tactics, including win-win solutions and action planning for crucial deals. It also highlights the significance of prioritizing conflicts based on their impact and seeking professional guidance when necessary.

Learning’s during course

Leadership
In one session; I learnt that both the theories deal with a person (leaders), influencing other team
members to accomplish a set goal. As far as, the validity of both the theories is concerned, both
of them have their own pros and limitations. This is a never-ending debate of born/made. Both
the theories can teach the present and prospective managers some valuable lessons on how they
can become a leader. Each individual may have own opinion regarding which theory stands more
appropriate. According to me, the trait theory stands true. As per the words of Fleeson & et.al.
2015, this theory states that there are certain traits inherent in leaders which are not present in
any other person. Thus this theory says that “leaders are born, not made. This is one of my best
learning outcomes of the classes because it inculcated a better understanding of the concept of
leaders. According to the opinion of G, (2015), trait theory considers personal traits of the
leaders in order to distinguish them from not leaders like self-confident, trustworthy, and
flexible, etc. On the other hand, the behavioral theory proposes that Leaders are trained to build
such behaviours like determined towards work being people oriented and “leaders are made and
not born”.
Group behaviour and Team at work
I learned the importance of safe environment while assessing the “Case study: Why don’t
teamwork like they are supposed to?” It is one of the best learning of my course; as I learned the
manner of behaving in a group and how to resolve the contradiction which arises while working
as a group. Many, times while working in a group or in an organization; conflict arises and many
things remain unsaid. Due to these positive relationships does not remain for a long time and the
situation gets worse. In accordance with Maruping & et.al. (2015), if the positive environment is
available than people or employee are able to explain the fact or issues which they are facing in
an easy manner. Thus, I think it is necessary to ensure that safe environment is available in the
organization so that employees are able to discuss anything they want. I also recognized the fact
that appropriate planning is necessary for attaining the pre-determined aims while working as a
group. This learning will assist me in behaving in appropriate manner as part of the group and

will also let me resolve issues in the best possible way. The same will help me in attaining
predetermined goals (Temminck, et.al. 2015).
Motivation
Motivation was my best learning outcome as it made by understanding that how companies
motivate their staff for their retention. It was interesting to know the ways which companies
adopt for the employee benefits. I would like to share my best experience in this regard. Most of
the companies Mars have different perk systems like proving fitness clubs and free meals to their
employees so that they can manage their fitness routine simultaneously with the company’s
work. Other companies like PayPal and Amgen recognize the employees’ needs to better
entertainment facilities which include the provision of non-monotonous hours. Many companies
also introduce charity schemes to satisfy their need for self-actualization (Nawaz & et.al., 2014).
Many companies like USG People specifically rely on financial incentives to motivate
employees. Other incentives include providing opportunities for employment, providing scope
for displaying leadership qualities by delegating work to lower levels. Majority of the companies
in the IT industry conduct internal advancement programmes for their employees. As per Buble
& et.al. 2014, providing challenging jobs through job enrichment is another way of providing
motivation to their employees so that they do not feel boredom by doing repetitive tasks.
Employees who have higher order needs do not entertain everyday perks. They need something
more than that.
Power and Politics
In this week I learnt the importance of delegating power. I also learnt that what the impacts of
keeping it close are? This has assisted me in a way that what policy is better in that situation.
According to Brandsma & et.al. (2016), the company decides that what parts of projects are to be
delegated based on the difficulty and importance of the tasks. If the project necessitates the
application of knowledge which the staff posses, it would definitely make sense to do delegate
that part and vice versa. If the task is something that others do not know or maybe do not have
enough confidence and knowledge about then it must be kept close (Scarbrough & et.al., 2013).

This is done to reduce the chances of mistakes in crucial matters if the subject is of competitive
advantage. This learning can be very useful for me in the future as now I know the pros and cons
of delegating work. If the company has complete trusts on its employees only then it can
delegate work and that too which is not of major importance. Every company has to strike a
balance between what should be delegated and what not (Tjosvold & et.al., 2016).
Conflicts and Battles
This week was of utmost importance as it dealt the most sensitive issue of the workplace that is
of conflicts and negotiation. According to the words of Firth (2014), every workplace suffers
from conflicts which can be amongst two companies, two departments or two individuals.
Negotiation, on the other hand, is a serious discussion among two more parties which aim at
coming to a conclusion. For this, it is very important to choose battles wisely. Not every conflict
may deserve a reaction. Some may even hamper the image of the person and of the organization.
This lesson made me understand various ways in which the conflicts can be handled with great
ease like willing to co-operate, understanding other person’s needs, etc. If it is the matter of
negotiation an approach of win-win must be adopted so that neither of the party suffers from
loss. An action plan must be adopted for important negotiations so that important deals do not go
out of the hand (Tjosvold & et.al. 2015). It is very important to deal with utmost care. Some
negotiations may also require guidance from professionals. As per the opinion of Heiss, (2013)
conflicts must be priorities in terms of area. Unnecessary conflicts may result in a waste of
energy time and effort which could be used in other productive areas. Thus, in a workplace, it is
important to not indulge into any unnecessary conflicts.

References
Books and Journal
Brandsma, G. J. & Blom-Hansen, J. (2016). Controlling delegated powers in the post-Lisbon
European Union. Journal of European Public Policy. 23(4). 531-549.
Buble, M., Juras, A., & Matić, I. (2014). The relationship between managers’ leadership styles
and motivation. Management: journal of contemporary management issues. 19(1). 161-
193.
Firth, A. (Ed.). (2014). The discourse of negotiation: Studies of language in the workplace (Vol.
15). Elsevier.
Fleeson, W. & Jayawickreme, E. (2015). Whole trait theory. Journal of Research in
Personality, 56, Pp82-92.
G. (2015). Leadership: Theory and practice. Sage publications.
Heiss, S. N. (2013). “Healthy” discussions about risk: The Corn Refiners Association’s strategic
negotiation of authority in the debate over high fructose corn syrup. Public
Understanding of Science. 22(2). Pp 219-235.
Maruping, L. M. & Magni, M. (2015). Motivating employees to explore collaboration
technology in team contexts. Mis Quarterly. 39(1).
Nawaz, A. & et.al. (2014). Factors Motivating Employees in Public Sector Banks: An Empirical
Investigation.
Scarbrough, H. & Corbett, J. M. (2013). Technology and Organization (RLE: Organizations):
Power, Meaning and Deisgn. Routledge.
Temminck, E. Mearns, K., & Fruhen, L. (2015). Motivating employees towards sustainable
behaviour. Business Strategy and the Environment. 24(6). Pp 402-412.
Tjosvold, D. & Tjosvold, M. (2015). Managing Conflict Constructively. In Building the Team
Organization (pp. 120-137). Palgrave Macmillan UK.
Tjosvold, D., Wan, P., & Tang, M. M. (2016). Trust and Managing Conflict: Partners in
Developing Organizations. In Building Trust and Constructive Conflict Management in
Organizations (Pp. 53-74). Springer International Publishing.