Problem Recognition and Providing Solution in Workplace

Running Head: Conflict Management
Problem Recognition and Providing Solution in Workplace
Name of the Student:
Name of the University:
Author’s Note

1CONFLICT MANAGEMENT
Introduction
The workplace discrimination is a prejudice that leads to the treatment in the working
environment which may affect the promotion, hiring, firing, job assignments, salary and layoffs
which is based on a person’s age, sex, race, caste, religion, disabilities and national orientation
(Harnois & Bastos, 2018). The workplace discrimination must discontinue as gender
discrimination creates an impact on the female and male employees of the organization. The
report is based on providing solutions to the problems and creating an impact to each of the
solutions on any public services and organization policies and practices (Harnois & Bastos,
2018). The evaluation aspect of the effective communication is also elaborated in this report
followed by the feedback process stating how the individual and the team can work to achieve
solution to the problems faced.
Solution to the problem identified at workplace
The problems identified in the workplace are lack of gender diversity in decision-making
process of gender equality and collaboration role in gender diversity in law enforcement agencies
(Elling, Hovden & Knoppers, 2018). Taking the first problem in the scenario that is lack of
gender diversity in decision-making process of gender equality the solution to this issue can be
stated on equal representation of women and men in the workplace. It is important in any
organization because the workplace gives an access to various resources such as credit sources,
source of information, to gain wider knowledge and accommodate oneself with the employee
who belongs from different caste and religion and sometime from different religion (Rao & Tilt,
2016). The solution to stop gender diversity can be formulated in any organisation by not

2CONFLICT MANAGEMENT
classifying between men and women. The organisation must facilitate equivalent pay for both the
workers as it sets a clear and easy way for the organizations to carry out its managerial activities.
On the other hand the women must not be overlooked during the recruitment process as well as
during the time of promotion. An effective strategy must be implemented of keeping the high
level of work for the employee who has the ability to pull the work with full dedication (Ozturk
& Tatli, 2016). The second solution that can be applied is creating a team that will prioritize and
celebrate diversity. It should be the responsibility of the HR team to schedule training for all
levels and train about the importance of diversity and make the employee recognize that
discrimination on gender diversity can be subtle and deeply encoded.
Secondly with the problem of collaboration role in gender diversity in law enforcement
agencies the solution can be stated as arranging specified program that can be utilised to aid the
recruitment on minority that includes the explores and a cadet program (Yu, 2018). The law
enforcement agencies can consider the internship and monitorship programs as a way which can
encourage the youth to monitor the candidates to enter the field of law enforcement.
Impact on diversity, ethics and cultural competency on decision making
The impact on the cultural competency brings in an ability to clearly understand and
communicate with the employee who belongs from different backgrounds. Diversity in terms
with the company or organization can create an impact on the ethics and decision making
process (Azzopardi & McNeill, 2016). The idea of developing a smart company comes with the
recruitment of candidates who are smart and is dedicated towards work. This creates a working
place more ethical as the rules are implied on both the gender. The payment structure plays a