Leadership Management: Conflict Resolution System at Westin Hotel

This report analyzes team conflict resolution strategies applicable to Westin Hotel, aiming to enhance its services and achieve a five-star rating. It identifies conflicts arising from resource pressures and differing employee personalities, impacting team productivity. The proposed conflict management system comprises three interrelated components: training for conflict awareness, neutral third-party interventions (coaching, conciliation), and a supportive infrastructure. Training focuses on self-awareness and negotiation skills, while interventions offer professional resources for dispute resolution. Supportive infrastructure emphasizes management support and feedback systems to minimize harmful conflict effects and foster a positive work environment. The goal is to equip teams with effective tools for managing conflicts constructively, improving employee morale, and achieving organizational objectives.

Running head: LEADERSHIP MANAGEMENT
Leadership Management
Name of the Student
Name of the University
Author note

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Executive Summary
The report has helped in analyzing the different kinds of components that can be used by the
teams in managing the different conflicts in workplace. The organization that has been taken
in this report is Westin hotel that is working towards making their hotel five star and add
different other facilities as well. Furthermore, the different kinds of analysis have been done
in order to manage the issues in an efficient manner.

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Table of Contents
Introduction................................................................................................................................3
Conflict Resolution/Management System..................................................................................3
Addressing Conflict in Team or Workplace..............................................................................3
Component 1- Training..........................................................................................................5
Component Two: Neutral Third-Party Interventions.............................................................7
Component Three: Supportive Infrastructure........................................................................8
Few Instances.............................................................................................................................9
Conclusion................................................................................................................................10
References................................................................................................................................11

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Introduction
The report helps in analyzing the team conflict resolution system that can be engaged
in the respective hotel named Westin. Furthermore, it has been noticed that there are different
kinds of conflicts between the different teams while working on the specific task. This is
essential in nature for the organization to implement the integrated conflict management
system in an effective manner as this will assist them in managing the same appropriately.
Conflict Resolution/Management System
There are different individuals in the organization or in a respective team who are
challenged with immense kind of pressure on resources or time due to the different
unresolved kind of conflicts in the team wherein they perform the tasks. Furthermore, it can
be seen that in the hotel business, Westin hotel can face major financial loss due to the low
morale of the employees, absenteeism, attrition rate of employees has been high and there are
different other reasons as well that causes different pressures on the organization as well as
on the team (Chuang, Jackson & Jiang, 2016).
Furthermore, the main motive of the respective restaurant is to upgrade the hotel and
turn it into five-star rated hotel. Furthermore, the hotel needs to expand the rooms as this will
help them in providing competitive advantage in the entire competitive market. Additionally,
the costs are required to be addressed with the conflict that is viable in nature and effective
kind of methodology for cutting the different costs is essential in nature as well. It can be
seen and noticed that there can be different conflicts or issues between the employees that can
affect the performance of the tasks in a negative manner (Demirtas, 2015).
Addressing Conflict in Team or Workplace
It is essential in nature to address the conflicts in the team and to engage the different
team members in performing the different tasks in an effective manner. Furthermore, there

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are different employees who face different personality challenges and this affects the entire
productivity of the organization in a negative manner as well. The conflict management
system is strategically customized and tailored to support the different requirements of the
organization or team based on the operational premise. A well-designed conflict management
system is essential and this consists of the three interrelated kind of components that are
essential for the success in an appropriate manner (Collinson & Tourish, 2015).
It is essential in nature for the teams in the organization to manage the conflicts in
such a manner that will assist and help them in understanding the grievances. The well-
designed conflict management system will help in creating significant impact on successfully
and proactively managing the consequences that create negative impact on the team and
performance of team and organization as well (Johnston & Marshall, 2016). Lastly, the
components are interrelated in nature that will help the management and team to create
positive impact on the different employees and improve the quality of the work performed by
the different employees as well.
The three interrelated components are described as follows:
Training – That helps in raising the awareness of the conflict that will help in
reducing the negative impact of the conflict on workplace (Klenke, 2016)
Intervention of neutral third party- This helps in providing professional resources
early in the cycle of conflict as this will assist in constructively resolving the dispute
before it helps in cycling out of the entire control.
Supportive Infrastructure- The different kind of internal processes and procedures
are being developed as to support the ability of the organization to constructively
minimize and manage the different kinds of harmful effects or the conflicts that can
occur in the team in a negative manner (Collinson & Tourish, 2015).

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The roundtable helps in offering the customized along with tailored system of the
conflict resolution system will help in supporting the requirements of the company that is
based on operational premise. The conflict management or resolution system will help in
resolving the different conflicts in an effective manner (Engelen et al., 2015). However, the
main objective is to identify the different kinds of the threats and other issues, so that the
issues can be resolved in an effective manner and this can help in managing the conflicts that
can be raised between the different employees or the team members of a group.
Component 1- Training
It can be seen that when individuals work in a team, there is conflict and this is one of
the natural part while working in teams in Westin Hotel. This has been noticed that the
conflict arises due to opposing goals along with values and needs. Furthermore, it has been
noticed and analyzed that a great percentage of the conflicts in the workplace or in teams are
constructive in nature and this truly depends on the participants how they choose to deal with
such situations. Additionally, the outcomes can be both negative or positive in nature and this
will help the participants in analyzing the cultural or other differences as well (Gopee &
Galloway, 2017).
However, on the other hand, there are different kinds of disputes that takes place due
to ignorance, cultural traditions or misplaced aggression. The conflicts of these types can be
destructive and disruptive in nature as well. The main operational objective of the component
of the training program is to reduce the entire frequency of the disruptive kind of conflict in
an effective manner (Bird & Mendenhall, 2016). However, it is not at all the operational
objective to eliminate the different kinds of disputes and the main purpose of the CMS
training is to provide the different employees proper and accurate kind of self-awareness in
dealing with the different conflicts in an effective manner and deal with all situations in an
appropriate manner as well.

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Proper implementation of the well though training program will help in addressing the
different harmful effects of the conflict in workplace or team. Likewise, the self-awareness
training is essential and important in nature to make the individuals aware about the
consequences of the different kind of conflicts and help them in solving the same in an
effective manner as well (Bolden, 2016).
Training for conflict Awareness
The respective training for raising the awareness of the conflict assists in increasing
the awareness of the different participants in understanding the nature of the conflict and this
will assist in reducing the frequency of the negative conflict as well. The individuals need to
cope up with the different kinds of conflicts by providing proper and accurate training is
required in an effective manner (Bergh et al., 2016). With proper and accurate training
program, this will help the employees in gaining more knowledge on dealing with different
kind of differences in an effective manner. The employees will be able to learn to distinguish
between the various types of conflicts and they can be skilled in managing themselves as to
maximize the positive kind of outcomes in an effective manner as well (Birasnav, 2014).
Negotiation Training and Manager Awareness
The ability of the individuals in learning principled negotiation skills help in raising
the entire probability of both the parties getting and analyzing the situation effectively and
this will result in win-win situation. It can be possible that the managers feel that they are not
being able to manage the team in an effective manner and this can lead to proper training that
is required to be provided to them as to manage the activities and conflicts appropriately
(Ingram et al., 2015). The manager training for awareness helps in outlining the dynamics of
the conflict and this will provide the managers in utilizing the neutral third-party intervention

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resources that includes coaching for conflict, conciliation services along with resolution for
the conflict in an effective manner.
Component Two: Neutral Third-Party Interventions
The well-conceived conflict management system helps in providing conflict cycle as
to remove the different barriers while working in team for performing the different tasks in an
appropriate manner. The neutral third-party interventions can be applied by the managers for
receiving coaching for resolution of the conflict and this will help the team members in
managing the different issues effectively as well (D’Innocenzo et al., 2016).
Coaching for Conflict
The conflict for coaching will help in working on individualizing the different kinds
of interventions as to meet the different specific needs of the employee assistance for seeking.
Furthermore, the main objective is to work with the different employees and resolve the
disputes between the two parties as well (Gamble & Thompson, 2014).
Sessions for resolving neutral conflict
There are different sessions that are required to be conducted in order to resolve the
conflicts in an effective manner. The opponent parties need to prepare themselves in such a
manner that this will help the them in managing the conflict with proper utilization of the
solutions professionally (Day, Gu & Sammons, 2016). There are specific techniques that can
be applied by the resolver as to maximize the potentiality for mutually satisfactory solution.
These are the different kinds of solutions that can be put into the respective kind of agreement
signed by all the different parties to resolve the dispute in an effective manner.
Conciliation

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As the part of the effective and efficient kind of conflict management system or
technique, the conciliation is one of the deliberate process that is utilized as to reach the
agreements or restore trust or friendship or the goodwill. The trained conciliator will act as to
resolve the different kinds of disputes between the two parties and this will help in resolving
the conflict face to face and the skilled conciliator help and assist in negotiating the interest-
based resolution (Hallinger & Chen, 2015).
Internal versus External Third-Party Interveners
The organization or the team can experience the conflicts that may help in deciding to
utilizing the external or internal interveners or the combination of the two. There are
disadvantages and advantages to both and the advantage of utilizing the internal interveners is
regarding their familiarity with the internal dynamics along with culture and personnel. This
will help in greatly inhibiting the effective usage of the internal intervener (Donate & de
Pablo, 2015).
Component Three: Supportive Infrastructure
The proper and accurate infrastructure is essential in nature that has to be adopted by
both the opposing parties and this will help the teams in gaining competitive advantage in the
economy. The ultimate goal of the teams is to attain the objectives in a positive manner and
this will help them in managing the different conflicts in a positive manner. Proper support
from the upper management is essential in nature in the team or the organization as to
articulate and model the different values effectually and this will help the teams in achieving
the goals easily as well (Chuang, Jackson & Jiang, 2016).
Furthermore, the proper conflict competency committee is essential to be formed in
the organization as to meet the different objectives within specific deadline. Furthermore, the
committee members are required to adopt the strategies that will help in adopting the best

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kind of activities that will assist in managing the activities positively. The feedback system
has to be adopted by the teams in analyzing their mistakes and solve the different kinds of
continuous improvements in an effective manner as well.
Few Instances
There are different examples of success stories of various organizations wherein these
three components have been used in order to improve the different kinds of conflicts in an
effective manner. Furthermore, the different examples include The National Bank of Canada
is one such example wherein training has to be received in an appropriate manner that will
help in resolving the different conflicts in an effectual manner. Furthermore, The United
States Navy is the second example wherein there were different issues among the teams that
caused major setback for the entire team. This was one of the examples wherein proper team
resolution was required to be adopted by the company in gaining competitive advantage.
From the above components that have been discussed, it can be analyzed that there
are different kinds of conflicts that can take place in the organization or between the teams.
The conflicts are required to be resolved between the teams in such a manner that this will
help the team members in gaining competitive advantage over the other team. The teams
need and agree to communicate with one another as to cooperate with one another and
resolve the same in an appropriate manner as well.
Furthermore, the situation is required to be understood in such a manner that this will
assist in clarifying the positions and discuss and solve the grievances accordingly. If there is
further any kind of confusion there can be different kind of disadvantages in the performance
of the team and this will affect the entire productivity of the organization in a negative
manner as well.

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Conclusion
Therefore, it can be concluded that there are different kinds of issues and conflicts
among the teams while performing tasks. Furthermore, the productivity is the main criteria
that will help the teams in managing the workplace conflicts in an effective manner.
Furthermore, the communication process has to be adopted in an effective and positive
manner that will help and assist in acknowledging the conflict and then this will be managed
and resolved in an effective manner as well.
Furthermore, the collaboration and compromising strategies is required to be adopted
by the teams in order to reduce the conflict between the teams in an appropriate manner. The
conflicts between the opponent teams can cause huge pressure on both the teams as to
manage the issues efficiently, however, the different kinds of strategies have been adopted by
the company in ending the conflict and retribution. Lastly, it has been noticed in the teams
that there are various differences as both the teams want to perform well as this will assist in
gaining more competitive advantage over the other.

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References
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