Conflict Management: Workplace Problem Analysis and Solutions Report

This report addresses the issue of conflict management in the workplace, specifically focusing on problems related to gender diversity, ethical considerations, and effective communication. It identifies lack of gender diversity in decision-making processes and collaboration issues in law enforcement agencies as key problems. The report proposes solutions such as ensuring equal representation of women and men, creating teams that prioritize diversity, and implementing specific programs to aid recruitment. It then examines the impacts of diversity, ethics, and cultural competency on decision-making, highlighting the importance of effective communication and collaborative techniques in fostering relationships and alliances. The report evaluates different communication styles, including passive communication and recommends formal compensation strategies. It concludes with recommendations for building an inclusive workplace and implementing formal employee compensation strategies, emphasizing the importance of training and fair evaluation processes.

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

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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

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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

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vital role in this scenario as it is a factor of motivation for the employee who is working.
Diversity can facilitate improvement in the financial returns which can influence the top level
management.
Evaluating the aspect of effective communication
Effective communication in the organization can be defined as the verbal speech or any
other method that can be based on relying the information. It is significant in negotiating and
ensures if the employee gets to achieve its goals. It is important to maintain a good relationship
between the staff and the management which helps to cater the elements of efficiency and morale
(Gartmeier, Gebhardt & Dotger, 2016). The approach of effective communication can be
facilitated with the implementation of passive technique. The passive speakers use the passive
communication style which often acts indifferently. The passive communicator falls short to
express their feelings and needs. Hence this should not be facilitated and must establish a healthy
form of communication process that includes the sender to send a clear message and be
approachable to what others say.
Concept of collaborative and communication technique that affects the development of
relationships, partnerships, and alliances
The collaborative and communication is the process of communication that is stated in
every individual and all they need is the equal opportunity. The main intention is to create an
idea that connects the places and the employees who feel that they are valued, seen and heard
(Huo, Wang & Tian, 2016). It is important to include the communication and collaboration in
development of relationships, partnership and alliances because at each and every level of

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business the employee must cater to build relationship with the employees allow the relationship
to function where the collaboration is not productive. The technique that can be adopted is a
formal collaboration in learning groups, problem based learning and collaborative based groups.
Recommendation
Therefore, to eliminate gender diversity it can be recommended that the organization
should keep a primary focus in building an inclusive workplace. The corporation should be a
good place to work in spite of gender inequality. The employee must be trained to consult the
other staffs and learn how can a team build an inclusive workplace and contribute in the work
that will make the employee improve the organization’s culture. Secondly it can be
recommended that a formal employee compensation strategy should be implemented because it
can help to utilize the data to set a compensation for each and every position. The organization
should consider each employee’s experience, performance, skill and education to determine
where the employee fall in each level or position.

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Reference
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Harnois, C. E., & Bastos, J. L. (2018). Discrimination, harassment, and gendered health
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