Effective Workplace Conflict Resolution Strategies

The provided project report emphasizes the significance of maintaining a healthy work environment in organizations. It highlights the role of management in adopting effective strategies to manage various conflicts and establish good communication channels. The report also touches upon the importance of providing equal opportunities for employees to express their views, ideas, and problems, which helps in increasing employee satisfaction levels.

Lead and manage
effective workplace
relationships

Table of Contents
INTRODUCTION...........................................................................................................................1
ACTIVITY 1....................................................................................................................................1
Develop processes to manage ideas and information of JKL Industries....................................1
ACTIVITY 2A.................................................................................................................................2
Implementation of policy to ensure cultural diversity and ethical values...................................2
ACTIVITY 2B.................................................................................................................................3
Establishment of systems to develop trust and confidence.........................................................3
ACTIVITY 3....................................................................................................................................4
Use of network to support identifiable outcomes for the team and JKL Industries....................4
ACTIVITY 4....................................................................................................................................6
Develop process and systems to manage difficulties for JKL Industries....................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Employees are considered as an asset of company whose efforts and contribution decides
the growth and success of an organisation. Therefore, the management is held responsible to
maximise their interest and working behaviour through maintaining a healthy and effective
workplace relationships. It can be possible through establishing an effective communication
channel, developing consultation process, allowing employees to provide feedbacks about the
existing workplace etc. The present assignment report is based on the case study of JKL
industries who is an American owned company engaging in selling forklifts, small trucks and
spare parts to industry. Its head office is located in Sydney and have attained branches in
Brisbane, Melbourne, Perth, Adelaide and Canberra. The company has decide to develop
processes to manage ideas and information, implementation of policies to ensure cultural
diversity, Establishing systems to develop trust and confidence etc. The present reports covers
implementation of all such aspects with the help of communication consultant.
ACTIVITY 1
Develop processes to manage ideas and information of JKL Industries
Communication and consultation are two important elements in an organisation as it
assist organisation to achieve growth and development. In absence of such two aspects, the
issues faced by the organisations were lacked an overarching approach to information
management. It also faced slow responses to internal as well as external customer needs. It has
same faced by JKL Industries due to which the company develops process to manage ideas and
information through adopting several strategies which are briefly described as under:
Clearly communicate goals and objectives with every department: effective
communication within teams will help in clear understanding of the objectives and aims of a
company. When working teams feels more involved in the company, they communicate openly
with other team mates. Managers of JKL company should communicate to employees regarding
their policies and strategies which are yet to be implemented (Boyatzis, Good and Massa, 2012).
Strengthen company Communication: Team communication become more effective
through emails, phone calls and messages. Communication from a single location will
strengthened the communication. Better communication of employees of JKL will ensure that
the employees don't have an issue in the organisation.
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Allow everyone to contribute: Open communication within workers can avoid
detachment of members which happened due to Top-down communication strategies. It will help
the team members to meet organizational goals easily. Feedback should be provided to
employees so that they can track their performance and issues.
Information should always be available: Availability of required information at right
time is necessary To meet organizational goals by efficient communication strategy. The
communication strategies for individual employees to meet organizational needs are as follows:
Inclusive communication strategy: An inclusive communication strategy must be
implemented in an organization for employees to meet their organizational needs. All members
of a company will become the part of decision making process. Taking consideration and
opinions from employees will help in motivation of employees due to their involvement in
decision making (Bush and Middlewood, 2013).
Interaction process should be result-oriented: An effective communication must
produce effective results for the organization. Organisation should ensure that the issues will be
solved efficiently with the employees.
ACTIVITY 2A
Implementation of policy to ensure cultural diversity and ethical values
A set of policies, rules and guidelines which are formulated or adopted by an organisation
with an objective of achieving desired goals and objectives. Such policies are widely accessible
and directed the management to make all decisions and plans within the boundaries. JKL
Industries has adopted various policies such as Anti-discrimination and equal opportunity
policy, privacy policy etc. which supports the cultural diversity and ethical values. Through
getting support from consultations, the management has decided to establish a new policy within
an organisation. Workplace Diversity policy is decided to established which is briefly described
as under:
Workplace diversity policy: It is a commitment by the department in order to create a
workplace that a fair and inclusive and builds a workforce which better reflects the diversity at
workplace. It is implemented to remove the differences or discrimination faced by the employees
comes from different cultures and backgrounds (Cameron and et. al., 2011).
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Purpose of the policy: The purpose of the policy is to identify the key requirements in
relation to the management of workplace diversity within the commission. It outlines the
Commission's workplace Diversity Program and describes the approach to reasonable adjustment
ion the workplace.
Policy applies to: Commission's workplace Diversity Program applies to officer,
employees and contractors of JKP Industries.
Applicable legislation: Privacy act 1988- This Australian law deals with privacy. This act governs how and what
private information should be collected from employees. It will help the company in
maintaining their confidential information private so that it will not fall in the hands of
rivals. Fair work act 2009: This act provides the term and conditions of the work, rights and
responsibilities of employees, employer and organisation in relation with the
employment. It will help the company in identifying their rights at work place which will
lead to satisfaction of employees (Deery, Walsh and Guest, 2011). Racial discrimination act 1984- This act prohibits the racial discrimination at the
workstations. By this act, company can recruit any individuals based on their talent
without considering the colour of employee.
 Sex discrimination act 1992- This act prohibits the employers to discriminate individuals
based on their sex. Company can take any talented gents/Ladies based on their skills
which will lead to better productivity.
ACTIVITY 2B
Establishment of systems to develop trust and confidence
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There should be good relationship between employee and employer for success of
business. JKL Company should also build interpersonal relationship with their staff. There are
various ways through JKL can maintain sustainability and profitability which are described as
below:
Establishing policies for organisational culture and ethical value
Trust builds when communication between the person increases. Management leaders
should organise informal meetings after the office or in the office which creates a bonding
between the employees and the managers. Through this employee will know each other and trust
issues can be eradicated. Employee should not judge other person in a one shot because one
cannot judge others by its first impression. Sometimes first impression could be wrong because
the person who wants to impress the other could be in pressure (Ferris and Treadway, 2012).
Gaining and maintaining trust and confidence
JKL company should provide proper goods and services to the customers and outsiders in
order to build trust among public and colleagues. It is the responsibility of business to provide
with quality products. If consumers are satisfied which increase sales volume and profit which
ultimate uplift goodwill. There should be good relationship between employee and employer for
achieving objectives. Thus, company should provide salary, bonus, incentives to employees for
motivating them and building trust.
Interpersonal communication style with ethical environment
Communication is important for the business. JKL need proper channel of
communication for running of the firm. As people from various part of world work in company
so each and every culture should be known and interpersonal communication should be there.
The ethical environment are moral issues which JKL should follow. These issue does not have
any laws and action. It is consequence and action based. Ethical moral values principles should
be followed (Folger, Poole and Stutman,2015).
ACTIVITY 3
Use of network to support identifiable outcomes for the team and JKL Industries
Network in an organisation comprises of group of people who perform with mutual
cooperation and support in order to achieve desired goals and objectives of an organisation.
There are mainly three forms of networking which includes:
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Operational networking:
The purpose of operational networking is to involve employees in work process in order
to perform well and more efficiently. It mainly focuses on establishing strong relations with co-
workers which can done through performing in a team. Stakeholders including internal as well as
external members are engaged in the operational network, Internal members are the employees
of different departments who supports the organisation internally which can be of employees,
managers etc. On the other hand, external members includes suppliers, distributors etc. without
which the business functions cannot be operated. The allocated task for each member signifies
clear criteria for membership in the network. In order to build a relationship, every member of an
organisation should work together to achieve common organisational objectives. In the
operational networking, trust between management and stakeholders at the most important
aspect. Through combines efforts assist organisation to deal with potential opportunity and
threats in the marker (Fuller and Unwin, 2011).
Personal networking:
The purpose of personal networking is increasing the personal skills in addition with the
professional skills. The high performers of the personal networking have different characteristics
such as work diversity, acquiring knowledge about their own capabilities and abilities of their
co-workers, dynamic environment, investment of time and efforts to improve relationship in the
network. The formal network has been established through structured process of meeting. In the
informal network, the relationship with the co-workers is built up overtime. The network reflects
the several informations regarding facts, issues about the internal and external work environment
which affect the performance level of an organisation.
Strategic networking:
In such form of networking, future risk and challenges are given more priority. It mainly
focuses on building a healthy relationship with the organisation which can support in the growth
and development of an organisation. In addition to this, requirement of efforts from the managers
who can devote time and efforts to build a healthy and strong relationship among the team
members are required (Goetsch and Davis, 2014).
The operational networking is suggested for the JKL Industries as collaborative work gets
more priority in this networking. It mainly emphasis on the collaborative work. To implement
such networking within an organisation, the managers need to have good problem solving skills,
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information gathering skills. Interpersonal communication skills is another important
requirement. It is required to communicate organisational information with the employees and
team members. The managers should have a skill to collect relevant information which can lead
organisation to growth and success in near future (Kapoor and Solomon, 2011).
ACTIVITY 4
Develop process and systems to manage difficulties for JKL Industries
Conflicts refers to a state of opposition between ideas and interests. It arises due to
having different nature and opinions related to specific aspects. In all relationships and in all
human interactions there is conflicts. Workplace can be negatively affected due to having lots of
issues and conflicts among workforce which required to be examine properly and adopt suitable
plans and actions to resolve it as quickly as possible. For this, the management of JKL Industries
are required to maintain healthy relationship among workforce through managing conflict more
constructively. For this, it is important to understand the behaviour and the way people reach at
the time of conflicts. This is known as transactional analysis (TA). It assist managers to identify
the ways to manage or react to conflict, problem solving and relationship building.
TA theories are based on the Tenet that everyone adopts specific life positions, They
views events and interpret the world by interpreting it in terms of how they see themselves in
relation to others. TA help manager in identifying the behaviours of others through provides
simple framework for explaining the differences between passive, assertive and aggressive
behaviour (Resick and et. al., 2013). TA suggests that every employees operated in one of the
different ego states are mainly depend on their reactions to a situations. Not all conflicts will be
depend on the real needs differences of employees. Such conflicts can be solved by the managers
through effective communication and clarifications. People have different perceptions of events
and conditions, Explanation and two way communication can clarify issues and expectations so
that no conflicts can be arise at workplace. When dealing with customers, work mates and other
stakeholders should not make any assumptions as communicating with others is an effective
method to reach to an possible outcomes. To avoid the difficulties, the managers of JKL
Industries should:
 Avoid premature judgements or decision-making
 Separate the people from the problem, and personalities from the issues.
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 Examining the actual issues along with their negotiable boundaries.
 Emphasis on interests,. Needs and issues.
 Adopt active listening and open questioning techniques in order to understand the other's
positions (Wu and et. al., 2012).
Apart from this, following activities shall be done to manage workplace difficulties
which are given as under:
Prepare for meeting to resolve workplace difficulties: It is important for management of
JKL Industries to prepare a meeting where the employees should be invited to share their views
and difficulties so that further actions will be implemented in more effective and efficient
manner.
Conduct meeting to resolve workplace difficulties: In such meeting, all the issues and
difficulties faced by the employees shall be discussed with the managers with the purpose of
resolving as quickly as possible. This will help in providing equal opportunity ti employees to
share their interest and feedbacks with the managers.
Follow up meeting: All the actions and decisions taken under such meeting shall be
followed and implemented after dissolving of meeting and every employees should be bound to
accept the decisions implemented by the management for the betterment of workplace.
Through this, the difficulties faced by the employees at workplace can be resolve and
support organisation to maintain healthy relationship among workforce. It directly impact the
working environment of an organisation which brings motivation among them to perform well
and support organisation in achieving its goals and objectives within limited time period.
CONCLUSION
It has been concluded from the above project report that every organisations irrespective
of the size whether small, medium or large should maintain healthy environment at workplace so
as to maximise the working behaviour of employees and maintain good relation among them.
For this, the management is held responsible to adopt an effective strategies in order to manage
various conflicts and establishes a good communication channel. Providing equal opportunity tio
employees to show their views, ideas and problems help in increasing their satisfaction level at
workplace.
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REFERENCES
Books and Journals
Boyatzis, R. E., Good, D. and Massa, R., 2012. Emotional, social, and cognitive intelligence and
personality as predictors of sales leadership performance. Journal of Leadership &
Organizational Studies. 19(2). pp.191-201.
Bush, T. and Middlewood, D., 2013. Leading and managing people in education. Sage.
Cameron, K., and et. al., 2011. Effects of positive practices on organizational effectiveness. The
Journal of Applied Behavioral Science. 47(3). pp.266-308.
Deery, S., Walsh, J. and Guest, D., 2011. Workplace aggression: the effects of harassment on job
burnout and turnover intentions. Work, employment and society. 25(4). pp.742-759.
Ferris, G. R. and Treadway, D. C. Eds., 2012. Politics in organizations: Theory and research
considerations. Routledge.
Folger, J., Poole, M. S. and Stutman, R. K., 2015. Working through conflict: Strategies for
relationships, groups, and organizations. Routledge.
Fuller, A. and Unwin, L., 2011. Workplace learning and the organization. The SAGE handbook
of workplace learning, pp.46-59.
Goetsch, D. L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Kapoor, C. and Solomon, N., 2011. Understanding and managing generational differences in the
workplace. Worldwide Hospitality and Tourism Themes. 3(4). pp.308-318.
Resick, C. J., and et. al., 2013. Ethical leadership, moral equity judgments, and discretionary
workplace behavior. Human Relations. 66(7). pp.951-972.
Wu, L.Z., and et. al., 2012. Coping with workplace ostracism: The roles of ingratiation and
political skill in employee psychological distress. Journal of Management Studies.
49(1). pp.178-199.
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