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Employee Relations and Conflict Management Essay Example

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Employee Relations and Conflict Management

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Employee Relations and Conflict Management. A conflict within an organization can take place due to differing personalities of the employee and the manager or in their attitudes that lead in their linkage with each other. This could also happen due to their norms and behaviors which might not be liked by any one party (person) and thus lead to a conflict of thoughts, ideas, actions and eventual behaviors towards each other. There is a degree of power when we speak of the manager in terms of the same over his subordinate or the employee who is working under him in a direct or an indirect capacity. Different conflict handling styles include avoidance of the conflict in the first place which will ensure that the two persons within the organizational set up remain at peace and understand each other’

s personalities. Example is that of subordinate not taking harsh words of the manager at all and just adhering to his instructions. The second one is that of accommodating where each of these persons would accommodate the personality traits of each other and thus listen to one another. This can lead to understanding which can be reached between the two of them. Example is that of a manager understanding that the employee comes in late on Thursdays and thus living up with the problem nonetheless. The third conflict handling style encompasses collaboration which asks them to shed their differences and work in unison with a common goal, preferably of the company, in mind. Example is that of working on a single project even though there is a huge clash in the personalities of the employee and the manager so that there is betterment in the company’s ranks. The fourth conflict handling mannerism is that of compromising where each of these can just forgive and forget and thus move on for the betterment of each other’s relationship amongst the organizational set up. Example is that of understanding which is reached between the two in the organizational set up and not fighting for each other’s egoistic attitudes. The last one is forcing which can make matters even worse since it could even be of physical and at times verbal nature. This is the least desired of the five conflict handling measures. Employee Relations and Conflict Management.

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Bibliography

Tannenbaum, Robert. Leadership and Organization: A Behavioral Science Approach. McGraw-Hill, 1961

Casson, Mark. Information and Organization: A New Perspective on the Theory of the Firm. Oxford University Press, 2001

Brotherton, Phaedra. HR Efficiency without the Hassles. Black Enterprise, Vol. 31, September 2000

Wyatt, Linda D. More Time, More Training. School Administrator, Vol. 53, September 1996

Sims, Ronald R. Managing Organizational Behavior. Quorum Books, 2002

Miner, John B. Organizational Behavior: Foundations, Theories, and Analyses. Oxford University Press, 2002

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