Workplace Conflicts and Employee Well-being

This assignment analyzes the impact of workplace conflicts on employee well-being, particularly highlighting situations where unresolved issues can lead to severe consequences like suicidal thoughts. It emphasizes the importance of open communication, training in conflict management and interpersonal skills, and culturally sensitive approaches to resolve workplace disputes. The focus is on equipping employees and employers with tools to navigate conflicts constructively and maintain a healthy work environment.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
Name of the Student
Name of the University
Author note

1ORGANIZATIONAL BEHAVIOUR
1.
There are different ways through which the companies are motivating their employees
in order to get good amount of revenues and profit in the future. Proper and productive staffs
are essential in the company, as this will help them in achieving proper goals for their
company as well. The various ways through which the company can motivate their staffs are
as follows:
 Properly recognize the hard work of the employees in the organizations as this will
motivate them and this will help them in enhancing their morale (ZOLFAGHARI et
al. 2016). There are companies in Europe such as Impact International as well as
UKFast is recognizing their discretionary effort that has been made by them
(SANEGHI and AHMADY 2016).
 Properly set measurable goals for their employees as this will motivate their
employees and it will help them in providing proper and effective results with their
discretionary efforts as well (Burgress 2013).
 Regular breaks have to be provided by employers to their employees in order to
provide motivational influence at the workplace (Knutson and Berridge 2017).
 Providing clarity in the work is essential as well as this will help in providing the
employees a clear view of the mission of the company as this can help them to
achieve such tasks without much difficulty (Brown 2016).

2ORGANIZATIONAL BEHAVIOUR
References
Brown, H.R., 2016. T he Effects of Work Journals, Portfolios, and Cosmic Education on
Intrinsic Motivation in an Upper Elementary Montessori Environment.
Burgess, S., Martín-Martín, P., Moreno, A., Rey-Rocha, J., López, I. and Sachdev, I., 2013,
April. Spanish Medical science and History scholars writing to publish in English-medium
journals: attitudes, motivation, strategies and difficulties. In 31st Conference of the Spanish
Association for Applied Linguistics (AESLA), La Laguna (pp. 17-20).
Knutson, B. and Berridge, K.C., 2017. The Neuroscience of Emotion and Motivation. Annual
Review of Psychology, 68(1).
SANEGHI, A. and AHMADY, K., 2016. The impact of life-goals training (based on life
style) on educational motivation and, self-efficacy among secondary school students.
ZOLFAGHARI, A., KHOSRAVI, M., RAFIENIA, P. and SABAHI, P., 2016. THE
EFFECTIVENESS OF TEACHER'S WRITTEN FEEDBACK ON SELFEFFICACY AND
ACHIEVEMENT MOTIVATION OF STUDENTS.

3ORGANIZATIONAL BEHAVIOUR
2. Case study 1
1.
The elements of successful teamwork that Hackman has identified are as follows:
 The size of the teams should be kept small and have consistent membership that helps
in minimizing the tasks of coordination and reduces valuable time
 The support has to be in place such as offering group based rewards
 In order to achieve full and good performance the organizations need to consider the
different stages of development in the groups (Johnston and Marshall 2016)
 Lastly, the successful teams need to have assertive as well as courageous leaders as
this will help them in carrying their teams to a correct direction.
These elements are effective in nature, as this will help the team in generating positive
outcomes in the future.
2.
The other conditions to make the team effective are as follows:
 Establishing proper leadership (Vann, B.A., Coleman and Simpson 2014)
 Build proper relationships with the employees
 Fostering teamwork
3.
Steps followed to avoid such problems are as follows:
 Fostering the teammates in order to perform effectively
 Build proper relationship among the employees (Ferreira et al. 2014)

4ORGANIZATIONAL BEHAVIOUR
 Proper leader and employees relationship has to be maintained (Doh and Quigley
2014)
Ways to break the overall group goal into subtasks:
 Proper delegation of the different tasks (Klenke 2016)
 Allocating specific tasks to specific group of individuals who are specialized in such
subjects
 Lastly, the team leaders has to be assertive in nature in order to achieve goals

5ORGANIZATIONAL BEHAVIOUR
References
Doh, J.P. and Quigley, N.R., 2014. Responsible leadership and stakeholder management:
Influence pathways and organizational outcomes. The Academy of Management
Perspectives, 28(3), pp.255-274.
Ferreira, J., Aragão, L.E.O.C., Barlow, J., Barreto, P., Berenguer, E., Bustamante, M.,
Gardner, T.A., Lees, A.C., Lima, A., Louzada, J. and Pardini, R., 2014. Brazil's
environmental leadership at risk. Science, 346(6210), pp.706-707.
Johnston, M.W. and Marshall, G.W., 2016. Sales force management: Leadership, innovation,
technology. Routledge.
Klenke, K. ed., 2016. Qualitative research in the study of leadership. Emerald Group
Publishing Limited.
Vann, B.A., Coleman, A.N. and Simpson, J.A., 2014. Development of the Vannsimpco
leadership survey: a delineation of hybrid leadership styles. Swiss Business School Journal of
Applied Business Research, 3, pp.28-38.’

6ORGANIZATIONAL BEHAVIOUR
3. Case study 2
1.
 The projects or the different parts of the project that can be handled by the
employees in the organization can be delegated to them, as this will make the task
easier for the CEO of the company.
 Proper delegation and decentralization is necessary as to reduce the burden from
the higher authorities (Pemsel and Wiewiora 2013).
2.
 Parks can deal with the problems with properly following the creative core of the
entire business (Turner 2016)
 She can select the good candidates with proper analysis and consultation of the
other members in her team who handles recruitment of the staffs (Mir and
Pinnington 2014).
3.
 The executives can control the important decisions of the organization with prior
permission taken from the higher authorities (Boud, Cohen and Sampson 2014)
 The executives cannot take important decisions themselves and take in charge of the
decisions as this can affect their reputation and this can cause them trouble as well.
4.
Some of the tasks that can be delegated are as follows:
 Customer service

7ORGANIZATIONAL BEHAVIOUR
 Promotional activities
 Market research
 Computer support (Too and Weaver 2014)
These are the different activities that can be delegated by the higher authorities to
subordinates as these are the tasks for which different experts has been hired to complete the
task without difficulty.

8ORGANIZATIONAL BEHAVIOUR
References
Boud, D., Cohen, R. and Sampson, J. eds., 2014. Peer learning in higher education: Learning
from and with each other. Routledge.
Mir, F.A. and Pinnington, A.H., 2014. Exploring the value of project management: linking
project management performance and project success. International journal of project
management, 32(2), pp.202-217.
Pemsel, S. and Wiewiora, A., 2013. Project management office a knowledge broker in
project-based organisations. International Journal of Project Management, 31(1), pp.31-42.
Too, E.G. and Weaver, P., 2014. The management of project management: A conceptual
framework for project governance. International Journal of Project Management, 32(8),
pp.1382-1394.
Turner, R., 2016. Gower handbook of project management. Routledge.

9ORGANIZATIONAL BEHAVIOUR
4. Case Study 3
1.
 Understanding the employee concerns by organizing meetings at regular intervals
(Shahmirzadi and Bashiri 2014)
 Proper mailing system is necessary as this will help the employees to feel protected
 Penalty has to be implemented by the companies as to make the employees safe
The managers can bring unspoken conflicts at the workplace with organizing
meetings along with organizing mailing system, as this will help in effectively solving such
issues without much difficulty (de Araújo, Guimarães and Ferneda 2013).
2.
The negotiators can use the conflict-management strategies to their advantage by:
 Speak to what is possible in nature
 Involve uncertainty (Rothman 2017)
 Negotiators has to be compelling in nature (Westwood and Rhodes 2013)
Therefore, the negotiators need to tie the conflicts with fundamental values through
which the negotiator can handle conflicts in the organizations, as this will help them in
resolving the conflicts (Birkinshaw and Gupta 2013).
3.
When an employee in an organization is suffering from mental trauma and he/she is
not able to handle the pressure but still keeping quiet as it makes him/her feel that opening

10ORGANIZATIONAL BEHAVIOUR
mouth and complaining about the issues can lead to conflicts. This has worsened the situation
and this has made the employee to commit suicidal activities as well.
However, the employee could have sorted out the issue with the top officials, as this
would have helped him/her in solving the issues easily.

11ORGANIZATIONAL BEHAVIOUR
References
Birkinshaw, J. and Gupta, K., 2013. Clarifying the distinctive contribution of ambidexterity
to the field of organization studies. The Academy of Management Perspectives, 27(4),
pp.287-298.
de Araújo, P.C., Guimarães, J.A.C. and Ferneda, E., 2016. The relation between the domains
of Information Retrieval and Knowledge Organization in International Journals. Brazilian
Journal of Information Science, 10(2).
Rothman, J.E., 2017. THEME Intro: Dynamic Membrane Contacting: A New Principle for
Subcellular Organization. Annual Review of Biochemistry, 86(1).
Shahmirzadi, T. and Bashiri, J., 2014. Evaluation o scientiic journals o Agricultural Research,
Education and Extension Organization (AREEO). Veterinary Journal.
Westwood, R. and Rhodes, C. eds., 2013. Humour, work and organization. Routledge.

12ORGANIZATIONAL BEHAVIOUR
5.
The interpersonal skills those are necessary such as motivation, group behavior along
with conflict management as this helps in analyzing the different issues that can be faced by
the employees. Culturally relative means that all the strategies such as the motivational as
well as conflict management strategies will help in resolving issues in the workplace. The
training as well as other human resource management practices are essential in nature and
they are culturally relative to one another as well (Sparrow, Brewster and Chung 2016).
 Training is essential in making the employees aware about the different policies of the
organization (Storey 2014)
 Similarly, motivation is essential as well as this will help in achieving productive
results in the future (Armstrong and Taylor 2014)
 On the other hand, conflict management is essential as this helps in managing the
conflicts through usage of different procedures in the organization that can help the
employees to work properly.
 The employees and employers both need to follow such training and other strategies
related to conflict management as this helps them in managing the dignity in the
employees and employers (Brewster et al. 2016).
 Lastly, all of them are culturally relative to each other as this helps the employees in
resolving the conflicts along with the employers can provide motivation to the
employees as well (Jackson, Schuler and Jiang 2014).

13ORGANIZATIONAL BEHAVIOUR
References
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human
resource management. Kogan Page Publishers.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic
human resource management. Academy of Management Annals, 8(1), pp.1-56.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.