Conflict Management: Analyzing a Personal Workplace Conflict Scenario

This report analyzes a personal conflict experienced by the author within a company regarding the denial of leave for a religious function. The conflict stemmed from the company's rigid leave policies and perceived lack of sensitivity towards the religious needs of minority employees, highlighting issues in diversity management and organizational hierarchy. The author details their emotional response, assumptions about the company's values, and the resulting strained relationship with management. Drawing on conflict management theory, particularly the cooperative model, the report suggests alternative approaches the company could have taken. The author reflects on the importance of understanding the context of conflicts, the need for sensitivity to employee needs, and the role of effective conflict management in organizational success. The analysis underscores the inherent nature of conflict and the necessity of mechanisms to address it effectively.

Running head: CONFLICT MANAGEMENT
Conflict management
Name of the student
Name of the university
Author note

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Introduction
The aim of the paper is to evaluate and analyze one of the personal conflict satiations in order to
understand the underlying nuances of such situation. According to me, the idea of conflict is the
clash of interests between two or more opposing forces. It is the process of clashing interests
emerging from the differences of opinion of race, class, gender or any other issues within a given
context. The issue of conflict can occur at the individual level to the organizational level and
according to the theories of conflict management; there is a need to develop mechanism for
effective management of the same.
Discussion
In my personal experience, it can be said that I experienced similar situations in life when was
part of one of the companies. I experienced personal conflict with the management regarding the
issue of attending one of the religious function and apply for leave. It was made clear to me that
employees of the company will not be given the benefit of taking any extra leave in case of the
religious functions. This situation escalated and led to the development of further complication
of the same. It ks important that every employee gets an equal chance in case of applying for
their leave since there might be situations of attending some of the religious functions of the
people belong to the minority communities. This issues led me to believe that the company was
not respect to the protection of interests of the people blaming to the minority religious
communities who have to attend the religious functions at intervals. In order to understand the
situation, I made further research into the company policies in order to find out such policies
which can restrict people from taking a leaves. It was analyzed form the research that the

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company has an internal issue with their policies of diversity management which is not respectful
to the needs of their policies. It was also analyzed that the issue of not approving leave is due to
their rigid structure of policy implementation and the organizational hierarchy.
This incident at the personal level made me believe that there are certain gaps in addressing the
issues of the employee for some companies which lack the effective policies for the diversity
management (Rahim, 2017). My personal belief in this issue is that every organizational entity
requires the strongest mechanism at the workplace for the management of diversity, unless they
are sensitive to the needs of the employees, it is likely to create rift and lower the job satisfaction
of the employees (Helms et al., 2015). Moreover it is also to impact the productivity of the
employees since it is impacting them at the individual level. I also believed that the management
should have taken this issue with little sensitivity towards the cultural issues of their employees
in order to have a common ground for both the employees and the company. In case of the
associated behavior during the conflict, I realized that there was a sense of anger and frustration
due to the unapproved of the leave it was also the feelings of not being supported by the fellow
employees of the company in terms of needs. Since it was personal issues, the other employees
of the company tend to get bother less about the issue. It is to mention that this situation is more
of a emotional conflict with the self to understand the demand made by me was justified. In
terms assumptions regarding the company values, I was convinced that the company do not have
enough respect for the employees’ personal issues like mine. However such issues were clear
after the meeting with the management. This conflict with the management in terms of the
approval of leave led to the bitter relationship between men and the managerial heads (Bhatti et
al., 2015). However this conflict also led me to believe that issues like this could have been

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sorted in easier way instead of making it an issue. Hence it is to be argued that any issue requires
a detailed analysis of multiple factors in order to take actions in a balanced manner.
In order to appreciate and understand the situation with greater clarity, it is important to
understand the theoretical understanding of the issue. According to the theory of conflict
management, it has been observed that under the cooperative model of conflict management,
companies should undertake the process that includes trust building and mutual understanding of
the issue (Young, 2017). This creates a win-win situation for both the parties without
deteriorating their relationship. In the above mentioned case, it is to be mentioned that the
company should have undertaken the approach like the cooperative model that creates space for
the employee and keep their win interest at the same time or at least it could created number of
options for the employees in order to deal with the situation (Young, 2017).
In order to analyze the situation, it is important to important to consider the fact that the feeling
of being targeted within the organizational context has changes to effective understanding. Some
of the social factors that led me to believe that companies are not sensitive to the needs of the
employees escalated the issue even further, however in case of the recent understanding of the
issue, I realized that there are certain issues that require the clear analysis and understanding in
order to have the holistic understanding. It is not that companies do not cater to the needs of the
employees instead it is more of managing a balance between the interest of all the employees and
that of the company’s own.
Hence it can be concluded that the issue of conflict is one of the prevalent aspects of all social
and cultural contexts. In case of the personal conflict, it leaves us the option of analyzing and
understanding the same with greater sensitivity. Conflict management is one of the pillars of any

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successful functioning of organization due to the fact that conflicts are inherent to the human
nature even though there is mechanism required to deal with such situations.
Reference
Bhatti, W. K., Bashir, R., & Nadeem, M. (2015). Impact of Conflict on Organizational
Commitment of the Employees. Global Management Journal for Academic & Corporate
Studies (GMJACS), 114.
Helms, W. S., & Oliver, C. (2015). Radical settlements to conflict: Conflict management and its
implications for institutional change. Journal of Management & Organization, 21(4),
471-494.
Rahim, M. A. (2017). Managing conflict in organizations. Routledge.
Young, J. C., Thompson, D. B., Moore, P., MacGugan, A., Watt, A., & Redpath, S. M. (2016). A
conflict management tool for conservation agencies. Journal of Applied Ecology, 53(3),
705-711.

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