Leadership and Conflict: A Discrimination Conflict Report

This report details a student's personal experience with workplace discrimination stemming from their minority background. The student recounts being assigned menial tasks, facing verbal harassment, and ultimately experiencing a physical attack due to their race and cultural heritage while working in a hotel in Canada. The report highlights the resulting conflict, emotional distress, and eventual job termination. It analyzes the conflict from the perspectives of both the victim and the aggressors, examining factors such as prejudice, power dynamics, and the absence of mediation. The student emphasizes the importance of fair task allocation, respectful workplace environments, and effective conflict resolution strategies to prevent similar incidents. The report references relevant literature on conflict dynamics, discrimination, and the impact of cultural differences in the workplace, underscoring the need for proactive measures to address discriminatory behaviors and foster inclusivity.

Running head: DISCRIMINATION CONFLICT
DISCRIMINATION CONFLICT
Name of the Student:
Name of the University:
Author Note:

1DISCRIMINATION CONFLICT
Discrimination is a source of heated conflict that potentially end in the legal trouble
for the persons indulging in the conflict or the company. The conflicts originated from
discrimination may lead to the personal prejudices on parts of the employees and perceptions
of the mistreatment of the employees (Mayer, 2012). In this paper I shall be detailing my
experience of being a victim of discrimination that ultimately led me to indulge in a conflict.
In this discrimination conflict the most important factor were my minority background.
As a person from minority group I was sent for a team in which I used to feel that I
am consistently assigned with the most menial work tasks in this group. Thus the persons in a
similar position with me had to be given to Harbour a feeling of resentment against the team
members as well as the managers. These feeling of discrimination and marginalization
eventually lashed out through our decrease productivity. Initially I was very much motivated
to work with the team but this discrimination process due to my cultural background had the
motivated me to contribute my skills in the growth of the organisation. This is the reason why
I could not feel attached with my team where everyone used to look down upon me. Thus
detachment gradually converted into outright verbal conflict which made me leave my job for
many times. In such cases the managers need to resolve this type of issues by sitting down
with our whole team and analyse the ways in which the job tasks are being assigned. They
must make changes to ensure that all the tasks are divided according to the merit and
capabilities and not on the basis of cultural or ethnic background.
Due to my different cultural background I was bullied in my schools and colleges
many times but I did not expect that the members of my team with so much knowledge of
tasks and a particular level of maturity can bully or show discriminatory behaviour against
me. According to study roughly 71% Asians are found to be experiencing discrimination
personally and been treated unfairly due to their ethnicity and race. I was one of them as my
colleagues did not accept me to be one of them in the team.

2DISCRIMINATION CONFLICT
The situation took place when I was working in a reputed hotel in Canada as one of the team
members taking care of the guests. I am from an Asian country with capabilities matching the
requirements of mu job. I had perfectly strong educational background and experience in
working with other companies in the similar industry. Despite of all these factors I had to
face problem while working in the team. In the organisation I was treated as a person who
have responsibility to take all the menial tasks possible and do them single handily.
Along with this I faced harassment like inappropriate jokes, name calling and insult
because of my race and colour. Other team members had post cartoons on staff bulletin board
and made jokes about my racial and cultural heritage. I was very uncomfortable initially and
try to ignore it. However no body in my team is seemed to mind and my boss did not do
anything about this. In such a reputed hotel I was not expecting that which discrimination
problem will be taking place with me. Here the employer offered me a lower which then my
other team members in the name of my in experience of working in hotel industry but it was
not the fact. I had more experience and more theoretical knowledge about serving clients than
many other team members but I was offered low wage because I was from other race and
culture and my immigrant background.
As mentioned before I used to ignore such comments and actions against me as a
negative part of my job but gradually this took a large from when I found my colleagues
started to attack me physically. Due to the idea that the immigrants like me are the reason the
people of their home country are being deprived of getting job hence the rate of
unemployment is increasing among them. This conflict was unbearable and I has to visit
hospital due to this physical attack. However the problem was not solved but buried by the
initiative of my manager. This incident had a Deep Impact in my mind which made me quit
my job in that Hotel.

3DISCRIMINATION CONFLICT
I as a victim could not understand the reason of this type of conflict originated from
discrimination but found out some of the very important factors of conflicts. The conflicts
can arise at different levels from interpersonal to intrapersonal issues and between the two
individuals or groups. In such case, there are two parties one is the victims and other are the
opponents. The opponents find out the point of discrimination and try to dominate the victim
of having difference any way. The opponents are aware how they must perceive and
understand the situation and try to maintain their reputation during the conflict which
eliminate any defensive tactics from the victims (Cramer & Gerstenfeld, 2016).
From the point of view of causality of conflict, there are the struggle between
behaviours, belief and environmental conditions which need to be supportive of the
opponents otherwise they will attack the victim (Pincus, 2019). The cause can be any type of
differences or unacceptability of the opponents. In conflict of discrimination, the victims like
me are different from the social acceptability of the opponents like my colleagues. This is
why they attacked me forcefully and curbed my potential in the name of cultural differed.
From the point of view of victims they are the non-competence and therefore suffer most.
They are the victims of any conflict therefore must be innocent having less power than the
opponents (Coleman, O'Neil & Ferris, 2019). The conflict analysis also have the factor of
mediation which include process of enquiry, negotiation, conciliation, judicial statement,
arbitration and resort to agencies or arrangements. In my case no initiative for mediation took
place hence I had to leave my career.

4DISCRIMINATION CONFLICT
References:
Coleman, A., O'Neil, J., & Ferris, A. M. (2019). The mediation effect between everyday
discrimination, gender role conflict, emotional eating, and obesity in African
American fathers and sons. Psychology of Men & Masculinities, 20(2), 182.
Cramer, R. J., & Gerstenfeld, P. (2016). Introduction to the Special Issue on Hate, Prejudice
and Discrimination.
Mayer, B. (2012). The Dynamics of Conflict: A Guide to Engagement and Intervention (2nd
ed.). San Francisco, CA: Jossey-Bass.
Pincus, F. L. (2019). Race and ethnic conflict: Contending views on prejudice,
discrimination, and ethnoviolence. Routledge.