Conflict Between Employees in White Oaks Saloon Bar Report

This report delves into the issue of employee conflict within the White Oaks Saloon Bar and Dining, aiming to identify the root causes and propose effective management strategies. The research employs a qualitative methodology, gathering data through interviews to explore factors contributing to conflict, such as lack of company support, inadequate salaries, competitive pressures, criticism, and harassment. The report reviews existing literature on conflict in the workplace, examining the impacts of these variables on employee satisfaction, performance, and overall workplace dynamics. The findings highlight the detrimental effects of conflict on employee morale and productivity, leading to recommendations for management to address these issues, including improving organizational support, adjusting compensation, fostering a healthier work environment, and implementing strategies to mitigate criticism and harassment. The report emphasizes the need for proactive measures to resolve conflicts and create a more positive and productive work environment for employees within the hospitality industry.

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CONFLICT BETWEEN EMPLOYEES IN
WHITE OAKS SALOON BAR
AND DINING

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EXECUTIVE SUMMARY:
This report is used to describe various factors which cause some conflicts regarding the
integration with White Oaks Saloon Bar. This research is totally dependent on the searching of
various factors for conflict. It also elaborates how it can be managed because conflict is one of
the issues. It can be overlooked by the management. Various types of research works are
performed by many researchers. But the issue still exists with the industry. This report helps to
search the actual reason as well as initiative. It is performed for reducing several problems with
the help of different literature review as well as various methods. Qualitative methodology is
used for performing this type of research. It is totally related to their experience of their
variables. The outcome recommended that dining was highly influenced by the conflict among
the staffs. There were various factors like company support, insufficient salary, competition,
criticism and harassment.
With the help of the detailed study provided of literature review, It can be said that staffs are not
satisfied with the assignment as well as other employees because of the dirty competition
between employee as well as supervisor. The performance level of the assignment is also very
poor. They are not satisfied because of the harassment from the end of the other employees.
Conflict within the company arises because of bad salary, competition and clash.
This report gives detailed analysis of all the independent variables within the literature and
outcomes. It also helps to provide some solution for reducing and management of conflict. This
report will give any kind of recommendation regarding the management of so that they can take
disciplinary action on urgent basis.

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Table of Contents
1. INTRODUCTION...............................................................................................................................5
1.1 Overview ofIndustry Partner.............................................................................................................5
1.2 RESEARCHAIM...............................................................................................................................5
1.3 STRUCTUREOF REPORT...............................................................................................................5
2.0LITERATURE REVIEW:......................................................................................................................6
2.1. Fig. 1ConceptualFramework.............................................................................................................7
2.2 Not support from the company .........................................................................................................8
2.3 Salaries..............................................................................................................................................8
2.4 Competition.......................................................................................................................................9
2.5 Criticism.............................................................................................................................................9
2.6 Harassment......................................................................................................................................10
3.0 METHODOLOGY..............................................................................................................................10
3.1 ResearchDesign...............................................................................................................................10
3.2 Collectionof Data.............................................................................................................................11
3.3 Ethical Consideration.......................................................................................................................11
4.0 FINDINGS:.........................................................................................................................................12
4.1 Fig. 2 Demographic and Position of the Interviewed employees (Frontof House)...........................12
4.2 Fig. 3 Demographic and Position of the InterviewedEmployees (Kitchen).....................................13
4.3 Responses........................................................................................................................................13
5.0 DISCUSSION......................................................................................................................................15
5.1 ANSWER FOR THERESEARCHQUESTION...............................................................................17
6.0RECOMMENDATION........................................................................................................................18
7.0LIMITATION..........................................................................................................................................19
8.0CONCLUSION........................................................................................................................................20
REFERENCES..........................................................................................................................................21
9.0 APPENDICES......................................................................................................................................23
9.1 Appendices 1:..................................................................................................................................23

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1. INTRODUCTION
Hospitality industry has huge growth. Many employees are working in this particular sector. For
example, pubs, café, restaurants, hotels, motels. It is treated as the largest industry in the entire
globe. The most important problem is the conflict between employees. There are many causes
for which the conflict may occur. These are misunderstanding, variety in belief and providing
value to an individual employee. It is a very basic problem in the industry.
1.1 About the industry partner:
White Oaks Saloon Bar is the busiest and oldest restaurant. It is situated in Fitzroy. It is
conducted by dining in addition to the other two restaurants. These are Union House in
Richmond and Mount Erica Hotel. These are situated at Prahran. It is segregated into three parts:
public bar, private dining room on the ground floor, dining hall on level one as well as rooftop.
These are going under the jurisdiction executive chef. The name of the chef is Jacob Swaine.
There are twenty-five employees who are working in the pub. There are situated in a different
position. These are as follows: manager, chefs, kitchen supervisor, steward and cleaner.
The main problem in the pub is the conflict occurred between staff working inside the pub. It is
required to be resolved for providing the employee with the best working environment. Sales of
the company are going down and the restaurant is not able to earn any profit from it. As a result
of that, service quality is degrading. My research is totally related to the result of the main
reasons for the conflict that occurs in the pub. It also highlights how to resolve this issue.
1.2 RESEARCHAIM
The entire target of the research is:
 Calculation of real factors for creating the conflict between the employees.
 Highlights the way in which the conflict has an effect on daily assignment and the entire profit of
the pub.
 For searching for some solutions with the help of various studies as well as
methodologies and recommendation of the dining group so that it has the ability to take
various initiation strategies.
For a long time, the dining group does not get any success in decreasing the problem. It
occurs for a long time. They were not worried about their bad performance. They were
responsible for creating this issue. It will help them to provide an appropriate solution.
1.3 STRUCTURE OF REPORT
Total report is related to major issues for the conflict occurred among staffs in dinning. It
starts with the introduction of various problems. It is followed by the literature review. It
involves various studies as well as theories that are performed by scholars. These are entirely
related to the pub in which I work. A critical analysis is performed for various discussed
factors by different authors. These are relevant for existing inside the pub. In other sections,
there are various methodologies that need to be followed. It gives an overview of the
methods. The results were found with the help of various tables, questionnaire and solutions.

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The analysis will be performed appropriately. It has some restriction.
2.0 LITERATURE REVIEW:
Most important variable of the research is the conflict. Independent factors of the conflict are
described below. Various authors have their personal opinion and procedures for elaborating the
conflict occurs in office premises.
It can be said that conflict is a procedure that generates a difference between two individual
employees and it has some negative effect on the work of an individual or life. It is the worst
situation. In this situation, a threat is shared with the help of physically or emotionally. Agotnes
et al (2019) say that, conflict happens with the help of various processes. He also says that belief
and value may differ as per the background of him or her. It may happen that they may have
various ideas for valuing others. According to Gunn Bob (2001), it is quite an unknown fact and
it is very hard to know the main reason behind it. He says that correct and incorrect is totally
depend on the situation and circumstances. According to Greer, Caruso and Jehn (2011), the
conflict has more than one stage. These are interpersonal and intra-team within a company and it
is detected that a team in which conflict occurs has many variables such as the relation with each
other, rivalry with the colleagues inside a team and it hampers the efficiency of assignment
inside a team. It hampers the efficiency inside a team. But sometimes conflict inside a team
creates a positive impact. If the conflict is taken in a positive manner then it is responsible to
upgrade the individual skills. Conflict is managed inappropriate way for reaching the target of
the company (Gunn, 2001).
Researchers were performed in critical analysis. It is highlighted by some independent variables.
It is responsible to create the conflict within the workplace. These are very important for my
office premises. There are many variables that are related to dinning. It is responsible to cause
conflict. These are as follows:

Absence of
organizationalsupportt
t
Wages
Competition
Criticism
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Harassment
Causes of conflict between employees In
Marquis of Lorne
2.1. Fig. 1 Conceptual Framework

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2.2 No support from the company
According to Soni, Siddharth, Agarwal & Manisha (2018), employees are working under huge
pressure because of minimal support from the company. It helps to create conflict within the
employees. This will not satisfy any employee. As a result of that, it creates an intra-personal
conflict. Employees are not able to complete the allocate work within the assigned deadline
because of the conflict. It further says that the way by which the behavior of the individual
employee modifies (Soini et al. 2018). Conflict can be eliminated by providing time to time
training. Employees are given some opportunities to develop their skills. It is very helpful for the
development of a career. Conflict may occur because of a lack of support from the management
of the company.
Mustika et al (2016) say that if the employees are not getting any support from the end of the
company then the risk occurs. Because of this, employees are stressed. They recommend that the
company needs to take responsibility for the development of the employee for their personal
development. Hussain and Asif (2012) highlight that these are scenarios where an employee mat
feels depressed and they are not attentive to their work lack of support from the company. They
recommend for sustaining outstanding materials with the workers and support their beliefs for
removing the dispute.
2.3 Salaries
According to Graefe et al (2018), a variation of the salaries among the staff may cause the
conflict within a company. In general, there is a clash between employee and management
because of the salary. As per Bechky (2011), every staff has the right to evaluate their salaries
based on the performance and they juxtapose their performance with other employees. If they
think that they are not getting an adequate salary, they will be demotivated. As a result of that, it
will create a conflict with other employees. They will search for other jobs. It will create a
possibility for employee turnover.
According to Berg and Frost (2006), the majority of the conflict happens between the company
management and staff for salaries. In these cases, the management is forcing staff to work. But
they are providing inadequate salaries to those staff. Dissatisfaction comes when staff is
compared with other staff with the help of their performance. When an employee is satisfied
with his salary then it will motivate himself to work hard and they want to keep rapport with the
office manager. It helps them to secure his or her career. Graefe et al (2018) mention that, if a
company increases the salary of the company on a regular basis then it will keep his or her trust
with the other staff. They are willing to follow the rules and regulations of the company.

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2.4 Competition
Kilduff et al. (2010) mention that there is only one champion in the workplace for reaching the
target. It is responsible to enhance the possibility of dissatisfaction within a particular team.
Arpino (2014) says that when management evaluates the performance of its staff as per their
performance and ability. It creates conflicts among many staff within an office.
According to Lau and Kleiner (2014), competition among many staff has more than one impact
inside a company. This type of competition may have high pressure on the staff. It is
responsible for the huge loss of human assets of a company. He also says that staff will win this
competition and it creates a conflict for the loser. The management should decide whether it is a
healthy competition or not.
2.5 Criticism
According to Whelton (2002), criticism is a kind of attitude. It does not give any authorization to
certain assignment as well as it results in depression. It also leads to low performance. In a
worst-case scenario, an individual employee might attempt suicide. McGravey et al. (1991) say
that the performance of the employees decreases because of the criticism as well as it is also
responsible for decreasing the level of satisfaction. In the workplace, criticism results in bad
performance. It may hamper the rapport with the management. Weisinger (1999) says that the
majority of the employees are taking criticism as a curse. But they are not taking it as learning. It
increases conflict. He discloses the impact of criticism on personal life. If someone criticizes a
staff regarding his or her work, then it will create a negative sense. For that reason, the team is
not able to meet its target.
According to Martin (2001), criticism is a procedure for highlighting the personality of staffs.
With the help of criticism, one proves that he is the most efficient employee. But a staff needs to
provide the feedback in a proper way so that he or she can keep a good relationship with other
staff. He also says that criticism gives feedback which helps staff to improve his or her work. It
helps staff to achieve a good career. It helps a step to learn from mistakes so that the staff can
perform better. If staff is taking the criticism as negative then it hampers his or her professional
career. It will provide unhealthy competition. It will not at all good for a company.

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2.6 Harassment
As per Einarsen and Skogstad (1996), harassment in the office is treated as misbehavior with
other employees or senior members. For this reason, an employee is suffering from various
psychological pressure. It occurs in various conflicts in relation. According to Li, Su and Shu
(2016), many harassment cases occur in those places where high qualified people work and it
may perform for fun. They found that the victim did not know anything about rules and
regulations at the office premises. It may affect the psychology of all employees. They are not
feeling comfortable at all in that particular situation. It may happen that new employees are not
aware of the culture of that company. The victim of harassment at office premises feels unsafe
and they are not getting importance by other staff. They are isolated in the office and it leads to
dissatisfaction.
According to tom Namie (2003), there is some bad effect of harassment in the office because it is
not at all physically harmful. Violence may create a situation of a fight at office premises. It is
said that cultural background and languages are the main reason for harassment.
3.0 METHODOLOGY
3.1 Research Design
Main target of the research was to search some vital reasons for clash of dining and it described
the way in which it could be managed. It managed a huge profit. In this case, the conceptual map
was designed and various interviews were conducted. I thought I would take some interviews. I
was not willing to collect the sample for keeping the record. If any personal information is
leaked then it may hamper the personal career of staff.
As per the analysis of the literature review, questions were structured. In this case, three quries
for every variable are open as well as it was focused on the actual content. For that reason, the
answers provided by many staff directly go to the depth of the issue. Fifteen employees were
chosen for the interview. Among them, eight staffs are from the house and seven are from the
kitchen department.

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3.2 Collection of Data:
The data are gathered with the help of face to face interview. Main purpose of interview was to
perform a critical analysis. It was done as per feasibility. All the answers were noted in a secure
format. It was performed to maintain their privacy. Papers were not used in this case because the
paper may be lost.
The demographic sampling strategy was used for data collection. It does not leak any personal details
of the employee. But the allocated deadline for the interview was very less. Import points were
highlighted at appendices.
3.3 Ethical Consideration
Ethical steps were as follows:
 The main target of the interview must be clear to all other employees.
All information about the staff will be confidential.
 All information of the participated staff is confidential.
 The interview team will not create any pressure on the staff for giving any answer.
 The research will not related to any personal feeling.
 There will be no physical as well as psychological harm at the time of the interview.

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4.0 FINDINGS:
A critical analysis was performed to gather data. Every staff was requested to participate in this
interview process. The interview of the ex-employees was conducted over the telephone.
4.1 Fig. 2 Demographic and Position of the Interviewed staffs (Front of House):
Gender Age Position Status Working period
Female 28 Bartender Fulltime 3 years
Female 23 Waitress Casual 6 month
Female 25 Waitress Casual 3 month
Female 22 Waitress Casual 2 month
Male 27 Bartender Casual 5 month
Male 28 Waiter Casual 3 month
Male 28 Waiter Casual 6 month
Male 26 Waiter Fulltime 8 month
From the table, it can be said that the majority of staff are within twenty to thirty years old.
Their status was casual. Majority of them was a student.
It shows that turnover is very high. All the front office staffs are working in a lower position in
the office. They provided quality data to the interview team.
4.2 Fig. 3 Demographic and Position of the Interviewed Employees(Kitchen):
Gender Age Position Status Working Period
Male 32 Sous Chef Full time 7 month
Male 29 Grill Chef Casual 2 month
Male 29 Fryer Chef Casual 3 month
Male 26 Kitchen hand Casual 4 month
Male 27 Kitchen hand Casual 2 month
Female 29 Larder Chef Casual 3 month