Conflict resolution

Part a

Based on the completed  TKI results, several research strategies can be used to improve conflict management styles. As a leader, I am using an accommodating style to manage the employees. The best method that I can use to become a less accommodating stick to the rules and regulations in an organization. These rules are stipulating the actions of the offenders and how-to manage conflict resolution. This will prevent accommodation and allow me as a leader to become more strict. The other strategy is becoming more assertive so that the employees respect the manager and the rules that have been set. This will involve strictly stipulating their regulations and following them keenly.

Part b

The article by Lainie Petersen gives various examples of real-life conflicts in companies. In this example, there is a conflict between two members of a company. The article talks about the conflict between Jessie and Roberta (Petersen, 2019). These two employees have different personalities making them difficult to interact and operate with each other. Jesse is a private person and likes to keep her life personal without sharing with anyone.

On the other hand, Roberta is a different person and always inquires about the lives of other employees. She also seems to be loud and out-spoken especially in issues that concern people’s lives and those that concern the organizational affairs. As a result of this conflict, Jessie is increasingly uncomfortable and does not want to be around Roberta who is the complete opposite of her personality. Rebecca always wants to ask about the personal life of Jessie who is not comfortable sharing her life. Because of this conflict, the organization cannot complete some of the tasks that may want them to co-operate and integrate. This conflict has made the relationship between the two difficult and is even affecting the overall performance of the organization. It is up to the leaders to know what the problem is so that they can solve the situation. As a leader of the team, I have to develop a plan that will help resolve the conflict that is occurring. I have to consider the TKI results that I have obtained from this paper. There are various ways that I can resolve this conflict. The first way is to confront the employees and tell them of the situation in the company and that their relationship is massively affecting the performance of the others and the general production of the company (Wallensteen, 2018). By sharing the problem with the others, it is easier to arrive at a solution. By confronting both Jessie and Roberta, it will be easier to know the root cause of the problem. While talking to them, I will be taking a middle ground so that I do not seem biased against anyone. This will ensure that the judgment that I make are not biased and are all to the benefit of the organization. As a leader, I am firm in pursuing the goals of the organization. There is no way I would compromise any of my leadership qualities because of the situation at hand. Various times avoid taking positions that will contribute to controversies when solving a conflict. This is one of the situations that would want unbiasedness, and there is no need of taking sides with anyone (Väyrynen, 2018). Because Jessie is uncomfortable with the behavior of the Roberta, it is best to make each other know the qualities of the other so that there is limited or alas grudges between the two. To solve this problem, Jessie has to understand that an organization has people with different personalities. As a result, she has to accommodate Roberta with all her poor personalities that she does not like. Similarly, Roberta has to realize that in an organization people different and that she has to mind her businesses and not involved in other people’s problems. By focusing on issues, she will be able to appreciate others the way they are. Because of my personality, attempt to immediately walk through the differences that exist. After having let them have their positions, it will be easier for me to give out my opinion and my stand. I will also convince them about my merits and my position and the reasons why I feel these are the best resolutions for the company.

References

Petersen, L. (2019, February 04). Examples of Employer & Employee Conflicts. Retrieved February 15, 2019, from https://smallbusiness.chron.com/examples-employer-employee-conflicts-13804.htm

Wallensteen, P. (2018). Understanding conflict resolution. SAGE Publications Limited.

Väyrynen, T. (2018). Culture and international conflict resolution: A critical analysis of the work of John Burton.

Article

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Jessie is a very quiet, serious employee who doesn’t often smile or laugh. She tends to be private about her personal life. AlthoughJessie got along well with her previous supervisor, Julie, who had a similar personality, Julie now has left the company, and Roberta has taken her role. Roberta is very gregarious, loud, and laughs often, and also tends to be inquisitive about her employees’ lives.

Jessie has become increasingly uncomfortable around Roberta, as she doesn’t like being asked about her personal life and feels that too much noise and laughter in the workplace is unprofessional. For her part, Roberta is put off by Jessie’s quiet, private nature and regards Jessie as unfriendly. Recently, Roberta reprimanded Jessie for not smiling enough or not making small talk with a recent client who visited the office. Jessie feels bullied and is contemplating making a formal complaint to HR.

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