Effective Communication, Conflict Management and Work Environment

This report analyzes the principles of building respectful and productive working relationships within organizations, using IKEA as a case study. It explores effective communication strategies, including completeness, concreteness, and clarity, and examines the impact of ineffective communication on performance and relationships, such as declined productivity and loss of motivation. The report also delves into conflict management and resolution techniques, comparing the concepts and analyzing sources of conflict like differing perceptions and inequitable treatment. Furthermore, it discusses creating a fair and supportive working environment, assessing the impact of equality legislation, the value of diversity, methods of recognizing achievement, and techniques for promoting equality and diversity. Employee wellbeing, including qualitative and quantitative evaluation methods and initiatives for improvement, is also covered, alongside developing an innovative and learning culture within a company, with an analysis of its value to organizational performance. The report emphasizes the significance of constructive feedback, both giving and receiving, in improving performance and understanding others' feelings.

Principles of Building Respectful
and Productive Working
Relationships in Organizations
1

Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
TASK 1............................................................................................................................................3
I understand the use of communication in developing effective working relationships..................3
1. Principles of effective communication at workplace..............................................................3
2. Impact of ineffective communications on performance standards and working relationships
.....................................................................................................................................................4
3. Significance of giving and receiving constructive feedback to colleagues at workplace.......5
TASK 2............................................................................................................................................6
II Understand the practices of conflict management and conflict resolution at workplace ............6
1. Analysis of sources of conflicts in the organisation................................................................6
2. Comparison of concept of conflict management and conflict resolution ..............................7
3 Analysis of techniques that is used to resolve and manage conflicts at workplace.................7
TASK 3............................................................................................................................................8
III Understanding how to create a fair supportive & rewarding working environment..................8
1. Assess impact of Equality legislation on management practices ...........................................8
2. Analysing the value of diversity within the work environment..............................................9
3. Different methods of recognizing achievement within work environment ...........................9
4. Different techniques of promoting equality and diversity in organisation.............................9
5. Significance of recognizing achievement in work environment ..........................................10
6. Qualitative and quantitative information that can be used to evaluate employees wellbeing
...................................................................................................................................................10
7. Initiatives that can be execute to improve employee wellbeing............................................11
8. Different methods of developing an innovative and learning culture within a company ....11
9. Analysis of value of a learning and innovation culture to organizational performance.......11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Communication plays an important role in every organisation as it help in gaining
understanding about objectives and achieved it on time period. In order to develop a good
relationship at workplace, it is important for higher authorities to ensure that proper
communication take place that may help in declining level of conflicts and issues at workplace.
In every big companies, there are employees belong from different country, religion, culture,
values and many more and in order to maintain equality within the organisation, the higher
adopted various equity and diversity practices 1. For the present report, IKEA is taken into
consideration. The company design and sell ready to assemble furniture, home accessories,
kitchen appliances and many more. It was established in the year 1943 and its head office is
located at Delft, Netherlands. IKEA has more than 450 showrooms all over the world and has
been one of the world’s largest furniture retailer. The present report will cover principles of
effective communication and impact of ineffective communication on performance standards
and working relationships. In addition to this, there is discussion about conflict management and
conflict resolution at workplace. Moreover, the report describes how to develop a fair supporting
& rewarding working environment that involve various topics that is impact of equality
legislation, different techniques of promoting equality & diversity in working environment and
so on.
MAIN BODY
TASK 1
I understand the use of communication in developing effective working relationships
1. Principles of effective communication at workplace
Effective communication is defined as more than exchanging of information, it is about
understanding the intentions as well as emotions behind the information. It is determine that
effective communication plays an important role in organisation culture and working
relationships as well. It is important for managers of IKEA to make use of principles of effective
1 (Booysen, Bendl and Pringle, 2018)
3

communication in order to clarify the goals and attain the on time period. The principles are
given below:
Completeness: It is important that the message delivered to audience is complete and is
based on facts and will clarify the main subject of communication in order to gain positive
results.
Concreteness: The message is often supported by facts material that is figures and
research data. It is essential for a person to ensure that words or sentences that is used is
univocally and nothing is left for imagination of audience.
Courtesy: It is determine that to consider the feelings of target audience, it is essential to
approach them in a courteous and friendly manner as well. The communication involve terms
which shows respect to audience then only audience can immediately addressed.
Correctness: For business communication, it is required to ensure no grammatical errors
and use of verbs is used. It is determine that correct use of language raise trust & receiver take
things seriously and in a proper manner 2.
Clarity: It is significant that the objective of communication that is achieved and it can
only be achieved when a proper language, words, expressions, pictures is used in the content. In
addition to this, briefly- worded data focuses the essence of message and aid in clarify
information to target audience.
Consideration: Before developing a message, it is essential to consider the type of target
audience, level of education, professional knowledge, age & interests and many more factors. It
help in making involve audience in the communication and attain positive results as well.
Conciseness: It is analysed that a message is clear to audience when facts are involved and
the information is consistent. If the statements are inconsistent, them it surely confuse the
receiver that leads to development of conflicts and misunderstandings as well.
2. Impact of ineffective communications on performance standards and working relationships
Ineffective communication take place when the perception or opinions of people is not
similar or the sender does not have the capability to make people understand its content or
message as well. The impact of ineffective communication on working relationships as well as
performance standards is given below:
2(De Paepe, Zhu and Depryck, 2018)

Decline productivity: Due to improper communication, it is determine that there are lot
conflicts and issues arise at workplace that directly has influence on productivity of employees in
an negative manner. If the objectives are not clear to them, then it might enables an entity to non-
achievement of targets and objectives as well. In relation to IKEA, it is important for higher
authorities to ensure that a proper message is given to them and is clear on the mind of staff
members.
Loss of motivation: Another impact of ineffective communication is loss of motivation
that has an impact on overall performance as well as profitability of a company. It the message
given by employee did not sent to higher authorities in a proper manner as develop by employees
then it decline the morale and motivation of staff members 3. In case of IKEA, it is essential for
managers to directly communicate to their staff members and give their best in order to
understand their message as it motivate them and enhance productivity and profitability of the
organisation.
Failure to build trust: An entity is not able to develop trust with employees and retain
them for longer time, if ineffective communication take place. Communication gap between the
top authorities and employees develop a negative mind set of staff members and due to which
they did not trust to organisation and loose interest in the overall activities and operations of
company. With reference to IKEA, it is significant for higher authorities to communicate with
staff members and also give them chance to share their thoughts and message as it help in
building good relationship with employees and retain them for longer time period.
3. Significance of giving and receiving constructive feedback to colleagues at workplace
Feedback is one the most essential last part of communication that is easily remembered. It
is also a technique used by companies in order to gain an insight about perception and behaviour
of staff members. The importance of receiving as well as giving feedback is defined below:
Improve performance: One of the benefit that is received by using constructive feedback
technique is improve in the overall performance of staff members that has positive influence on
overall efficiency and profit margins of an organisation. In context to IKEA, employees give
their ideas and thoughts, which help managers to make employees feel important and valued at
3(Greene, 2019)
5

workplace ad they work with full potential towards attainment of objectives. This will lead to
increase in productivity and revenue level of company in an effective manner.
Decline level of errors: It is determine that giving and receiving feedback decline the level
of mistakes or errors as well. If it is talking about IKEA, its adopt this method and giving
feedback as per the performance of employees and also take feedback as a suggestion in order to
make improvements at prior level 4. This help company to reduce errors at initial stage so that all
activities is implemented in an effective manner.
Help in understanding others feeling: Another importance of giving and receiving
feedback is it aid in understanding perception or feeling of other people in an effective manner.
In relation to IKEA, it help higher authorities to know about opinions of employees towards a
particular thing. In addition to this, it also help in gaining an insight about interest area of
employees that leads to assignment of activities properly and effectively as well.
TASK 2
II Understand the practices of conflict management and conflict resolution at workplace
1. Analysis of sources of conflicts in the organisation
Conflict is defined as an active disagreement among people with different perception and
opinions towards particular things. In context to Business, conflicts arise due to occurrence of
various sources, which are as follows:
Difference in Perception: In an organisation, conflict arise when perception or opinions of
team members is not matched towards the implementation of project. In addition to this, it occur
when staff members is not agree with the thoughts and ideas of managers in a proper manner. As
a result, it decline the productivity of employees due to which companies are not able to achieve
its desired goals. In context to IKEA, it is important for managers to ensure that activities is
assigned as per the interest area and opinions of employees is consider while execution of project
as it develop interest of employees that leads to attainment of objectives within stipulated time
frame.
4(Hackett, K)

Inequitable treatment: Another reason of occurrence of conflicts inequitable treatment of
staff members prevailing at same position or place as well 5. If an employee find that they are not
providing equal opportunity at workplace and it develop a negative mind set of staff member and
may create mental pressure also.
No right to participate: The conflicts is arise when staff members is not allow
participating in the decision-making process or they are only required to work as per the
instructions of higher authorities. It decline the creativity level of staff members and lose interest
of employee towards attainment of desired goals and objectives. In relation to IKEA, its higher
authorities take suggestions or ideas from employees that help in motivating them and enhance
productivity level of organisation.
2. Comparison of concept of conflict management and conflict resolution
It is important for every organisation and employees to know the difference between
conflict management and conflict resolution in a proper manner. In addition to this, it help in
gaining knowledge about when to terminate and when to stop and control issue. The concepts is
defined below:
Conflict resolution: It is analysed that conflict resolution mainly involve three factors that
is elimination, termination and reduction of overall types of issues. This decision is mainly take
place when things are going above the level and impact negative on the performance of
employees at workplace.
Conflict management: It consist of designing and implementing effective strategies in
order to decline the level of issue and its impact on working environment. In addition to this, it is
determine that practices formulate to conflict help an entity to increase productivity in a proper
manner. It is analyse that nowadays companies have no time to focus on every issues and solve
them and for this, organisations develop future strategies in order to prevent them before they
arise and impact on overall performance of a company.
3 Analysis of techniques that is used to resolve and manage conflicts at workplace
There are various techniques used by an entity in order to manage as well as resolve
conflicts that is given below:
5(O'Rourke, 2019)
7

Conducting informal meetings: The company can organise informal meetings as it is
determine that in such meetings there are no boss and employee relation, an informal meeting
where all the person have the right to speak and share their thoughts. Acquisition of such strategy
by IKEA aid in knowing the perception of employees and also make them feel valued that
directly leads to decline in level of conflicts and arise in good relationship among all the people
working in organisation.
Using of motivation theories: In order to resolve issue, company can make use of motivation
theories such as Adam’s Equity theory. Herein, employees get equal amount of compensation
and salary as per their input, which motivate them to work with full zeal and enhance their
productivity level 6. This theory also suggest that all employees are fairly treated at workplace as
it decline the level of conflicts and improve performance of an organisation.
Provide training and development session: In order to resolve conflict, the company can
provide training session to staff members as it help them to clarify objectives to employees that
directly leads to achievement of such goals on time period. It help in managing and resolving
conflicts to employees about how to implement activities and who is responsible for execution.
Providing training session by IKEA to its employees reduce conflicts among employees as they
know who is assigned with activity and what they are required to implement in a proper manner.
TASK 3
III Understanding how to create a fair supportive & rewarding working environment
1. Assess impact of Equality legislation on management practices
There are various impact of equality legislation on the management practices that is given
below:
Protection against dismissal: One of the influence of equality legislation is protection
against dismissal that is employees are protected at workplace from any form of wrong
doings. In addition to this, Using of such laws by IKEA help in developing positive mind
set of staff members due to which they can put efforts in achieving objectives.
Pay and benefits: This law states that employees get equal pay as per their performance
that not only improves productivity of company but also develop confidence in employees.
6 (Smith, 2019)

Along with this, employees are get benefits that is given to them by company and if not
they have the right to take action.
2. Analysing the value of diversity within the work environment
In every large organisation, there are lot of employees who belongs from different culture,
society values, religions and many more. Diversity is defined as a practice of involving people
from range of different ethnic backgrounds, genders, social, sexual orientation and so on7. There
are various benefits that can be gain by IKEA while implementing diversity at workplace, which
are as follows:
Attract talented people: Diversity allows company to hire people from anywhere globally
and to attract talent globally. In relation to IKEA, adoption of such practices help in hiring top
talent that reach company towards success and growth as well.
Improved customer relations: By hiring people from different countries, an entity is able
to deal with customer of any country. In context to IKEA, this will help in developing good
relationship with customers from any country and religion as they have the staff who has the
ability to understanding requirements as per their culture and satisfy them.
3. Different methods of recognizing achievement within work environment
There are mainly two methods of recognizing achievement to staff members that is formal
and Informal methods, which are as follows:
Formal methods: One of the formal method that is used by managers of IKEA is
performance management system. Herein, its higher authorities analyse actual performance
of employees with the expected performance and if it is higher than appreciate them by
appreciating them in front of all members prevailing in the organization. Another methods
are remuneration system, organisational awards, continuous feedback and many more.
Informal methods: The informal methods of recognizing achievement of employees in
work environment are thanking party, social events and so on. IKEA conduct social events
and then give rewards to staff members in front of people that motivate and increase
confidence of staff members.
7 (Patil, 2020)
9

4. Different techniques of promoting equality and diversity in organisation
Equality and diversity is defined as bringing fair practices at workplace that motivate staff
members and help in providing positive working environment to employees. The different
techniques that can be used by IKEA in order to promote equality and diversity is given below:
Equal opportunity to men and women: One of the major practice that help IKEA to
implement equality and diversity at workplace is to provide equal opportunity to men and
women. It develop a positive mind set of people of employees towards brand and decline level of
mental pressure due to which they can work with full zeal and interest that has positive impact
on performance and profitability of company.
Training session: Another way of promoting equality and diversity is to provide training
session to employees and make them aware about such practices. It will also help in enhancing
knowledge of staff members and retain them for longer time period.
5. Significance of recognizing achievement in work environment
Employee retention: One of the main benefit that is gain by recognizing achievement is to
retain staff members for longer time period that save the cost of company to hire new employees
and provide them training also 8. With reference to IKEA, it help in gaining trust of staff
members and decline the turnover rate of employees that has positive influence in productivity of
the organisation.
Reinforce good behaviour: It is determine that behaviour of employees is getting positive
towards organisation, if they are rewarding from high authorities of their good performance. In
context to IKEA, it hep in providing positive working culture to staff members and develop their
positive attitude and behaviour in an effective manner.
6. Qualitative and quantitative information that can be used to evaluate employees wellbeing
Staff well being is basically identifying about personal happiness, feelings, health of
employees in an organisation. The qualitative and quantitative information, which can be used to
analyse employee wellbeing is given below:
Employee survey with closed question: The higher authorities of IKEA can develop a
questionnaire that include close ended question associated with staff wellbeing. It help in gaining
8(Mahlangu, 2019)

knowledge about behaviour, interest area, feelings of staff members which in turn aid in
fulfilling employees requirement and retain them for longer time.
Interviews: In order to evaluate staff member wellbeing, the managers of IKEA can make
use of interview method. It help in communicating with employees face-to-face and gain more
knowledge about behaviour, satisfaction level, how safe they feel at workplace and so on. It aid
in making improvements that leads to raise in efficiency of employees in an appropriate manner.
7. Initiatives that can be execute to improve employee wellbeing
The initiatives that can be implement by managers of IKEA in order to improve staff
member wellbeing is given below:
Private health insurance: One of the initiative is providing them health insurance as it
make them feel secure and reduce mental pressure 9. It will also help in developing an effective
relation with employees and realise them they are important part of organisation that leads to
increase in productivity and profitability of an organisation.
Teamwork: Another initiative that can be implement is development of a team as it
enhance skills and knowledge of employees and also create good relation with each other staff
members. In addition to this, it generate interest of team members that leads to achievement of
organisational objectives within stipulated time frame.
8. Different methods of developing an innovative and learning culture within a company
The methods that can be adopt by staff members of IKEA in order to create a learning and
innovative culture is given below:
Mentoring: It is important for an organisation to have mentors who guide staff members
to implement activities in an effective manner. In addition to this, it is determine that mentors
motivate employees to think different from others and show their talent in front of others that
help an entity to develop a learning a well as innovative culture in an effective manner.
Allow participation of employees: It is determine that allowing staff members to share
their thoughts or ideas at the time of decision making help company to be innovative in market.
In addition to this, it also develop an environment where staff members learn by analysing others
so that they can bring new at workplace at enhance its performance in an appropriate manner.
9(Willey, 2018)
11

9. Analysis of value of a learning and innovation culture to organizational performance
The value of learning and innovative culture on the performance of organisation is analysed
by using different ways, which are as follows:
Rapid adaptation to changing business environment: The value can be analysed if employees
are easily and rapidly deal with the changes take place in business environment such as
technology, social factors and many more 10. It is important for an entity to make employees
dynamic and flexible so that they can adopt changes without any hesitation and delays as well.
Attainment of competitive edge by product development: The value can also be analysed,
when productivity of employees is increased due to which help an entity is able to attain
competitive advantage at marketplace. In addition to this, it also aid in fighting with rivals and
securing leading position at marketplace.
CONCLUSION
From the above study, it has been analysed that communication plays an important role in an
organisation in attaining objectives within given time frame. It is essential for an entity to make
use of principles of effective communication in order to make staff members clear about their
message and objectives as well. There are various methods is used by an entity in order to
resolve issues that is conducting informal meetings, taking feedbacks, change in leadership style
and many more. Implementing equality and diversity strategies help companies to fairly treat
every member prevailing at workplace. In addition to this, it help in maintaining good
relationship with staff members and enhance their productivity standards in an effective manner.
10 (Andrews and Ashworth, 2018)