The Origin of the Disagreement in the Organization
Added on - 21 Apr 2020
Running head: CONFLICT IN THE WORKPLACEConflict in the workplaceName of the studentName of the universityAuthor note
1CONFLICT IN THE WORKPLACEConflict in the workplaceSteps to be taken to resolve the conflictThe first step to resolve the conflict in the workplace is to identify the origin of thedisagreement in the organization (Deyoe and Terry pp. 1). This step should be followed in thevery first stage due to the reason that, identification of the issue is required and important inorder to take the further steps in mitigating it. Identification of the issues in the workplace willinvolve discussing with all the associated parties in the organization in order to gatherinformation about the issue from all the parties. The more information will be gathered from theassociated stakeholders, the more effective will be the identification of the issues anddisagreement among the internal stakeholders in the organization (Shaw, Kristman and Vezinapp. 163). All the associated stakeholders should be questioned individually in order to gain anunderstanding about the issues.The next step will be to made the employees and other related stakeholders in theorganization aware about the potential implication and consequences of the originated conflict inthe organization. In this case also, effective communication process is required in order tocommunicate with the associated stakeholders regarding the implications of the conflict (Sigmar,Hynes and Hill pp. 301). This step is important due to the reason that, it will help to create aconsensus among the stakeholders in the organization regarding the implication of the conflict.In this step it is important to determine that whether all the associated stakeholders are havingsimilar and singular approach regarding the originated conflict. Once all the internal stakeholdersare being in the same path regarding the negative implications of the conflict, resolving the issuewill become easy.
2CONFLICT IN THE WORKPLACEThe next step will be the initiation and communication of the common goal among all theassociated stakeholders. This step is important due to the reason that, this step will help indiscussing all the possible ways to mitigate the identified issue. Thus, the more discussion willbe initiated with the associated stakeholders, the more will be the chance of having the consensusin mitigating and managing the identified issue (Wu and Xu pp. 757). In addition, effectiveimplementation of this step will help to have the access to the diverse opinions and suggestionsregarding the issue. Thus, more options will be available to the managers in managing the issue.The more discussion will be initiated among the associated stakeholders, the more will bethe origination of the diverse opinions from them. Thus, the next step will be the discussion withall the associated stakeholders in determining the barrier in the resolving the issue (Saaty andPeniwati pp. 212). Both the opposite parties in the particular issue will discuss about the issue,which will lead to the generation of the barrier. Thus, identification of these barriers is importantto have the effective mitigating technique in order to reduce the implication of the issue.The next step to be followed is to evaluate the alternative ideas and suggestions from allthe available options. The alternate options will be generated from the previous steps due to theinvolvement of the both parties in the discussion. Thus, this step will involve evaluation of theavailable alternatives from the above step and shortlist the most effective one (Sharma andSinghal pp. 741). However, in short listing the most effective alternative, one factor that shouldbe considered is the creation of the consensus among the related stakeholders. This is due to thereason that, the shortlisted alternative should be supported by all the associated stakeholders. Themore consensuses will be created among the associated stakeholders regarding the selectedalternative, the less will be the probability of generation of conflict among the stakeholders infuture.