Workplace Conflict Management and Resolution
Added on 2020-01-28
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Employee RelationsContentsPART 1 – Reflective essay Employee Relations and Conflict Management..................................1Introduction......................................................................................................................................11.1 Conflict Resolution Frameworks...............................................................................................2Unitary Framework......................................................................................................................2Pluralistic Framework..................................................................................................................21.2 How Has Trade Unionism Affected Employee Relations......................................................31.3 Role of the Key Players in Employee Relations........................................................................3Task 2 - Case Study.........................................................................................................................42.1 Procedures for Dealing with Different Conflict Situations.................................................42.2 key features of employee relations conflict management...................................................5Factors Contributing To Conflict Escalations..............................................................................5Conflict Resolution......................................................................................................................52.3 Effectiveness Procedures Followed By Both Parties in This Conflict Situation?..................5
PART 1 – Reflective essay Employee Relations and Conflict ManagementIntroductionHuman Resource Management has grown to become a basic requirement that every organizationmust be able to analyses and cater to in the modern world. Unlike the past when businesses andemployers had the upper hand and monopoly over dictating the terms and conditions, today thetables have turned. With more businesses being set up across each sector, the demand for skilledmanpower has grown and each of the stakeholders is scrambling to hire the very bestprofessionals in the field. This has resulted in delivering an entirely new set of rules andregulations to the skilled employee as long as they focus on perfecting their own work andresponsibilities[ CITATION Roc14 \l 1033 ]. But while this monopoly has empowered the employeehas also created huge rifts in employee relations which have given rise to the need for conflictresolution amount employees at the workplace.1.1 Conflict Resolution FrameworksEach individual is today focussing their understanding and knowledge towards improving thework they deliver and this has resulted in giving rise to a conflict of interest among skilledprofessionals. With the increasing demand for skilled professional across all sectors, being ableto retain the best employees over long term perspectives becomes the main focus for everyhuman resource manager. This can be achieved by adopting certain conflict resolutionframeworks which assist the company resolve disputes and conflict among employees and retainnormalcy with the objective of harnessing each employee’s full potentials towards the companiesbenefit[ CITATION Ram13 \l 1033 ]. Failing to manage conflict resolution would gradually result in
the loss of skilled professional interest and increase tensions among co-workers which wouldultimately affect the organization's performance negatively.Unitary FrameworkThe Unitary Framework involved delivering bringing together skilled professionals fromdifferent backgrounds and with different interests towards working for a single goal or objective.This approach has been identified to promote individualistic approaches to managing work. Thismanagerial approach respects each employee has their individual and independent way ofthinking and working but they also tend to come together to pursue the same goal of growth.This makes it Important that the organization manage each individual approach and perspectivetowards working as long as they remain within the working guidelines and regulations[ CITATIONShi00 \l 1033 ]. This can also be classified as freedom to manage one’s self and approaches attheir workstation and unanimous power to make independent decisions related to their work withthe objective of enhancing the organization's growth and development. The Unitary Frameworkwill usually see professionals having very different interests and goals working for anorganization and require minimal intervention to handle their responsibilities. Today majorbrands like Virgin Groups are leaders at practicing the Unitary Framework where each individualis responsible and accountable for his workstation thus resulting in a business which appearsdisorganized and running indecently but archives goals seemingly easily and with little effortwithout requiring external management. But in such a framework, it’s important to promoteindividualistic approaches towards management and avoid overstepping another individual’sauthority of decision as this can result in severely damaging relations between the professionals.Pluralistic FrameworkPurism is a more common managerial framework where employees are trained to follow aspecific channels and approach linked to working as a team and achieving goals. This approachwas more common in the past when employees had a limited number of employment options toconsider but continues to be used by many organizations in the 21st century. It usually dictateshow employees should work and follow strict guidelines which result in developing a verymonotonous approach towards work. With the advances in technology and the internet, thePluralistic Framework of management is rapidly shrinking and being limited to individuals whohave no other work options. While it continues to be the primary managerial approach used by
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