Human Resource
A large manufacturer is facing problems relating to executive compensation, which has generated conflicts in its workforce. The nation's largest federal contractor revealed that the compensation of its former CEO had been increased by over $2 million on the same that warning of probable employee layoffs and furloughs were issued. As a result, the large manufacturer's human resource department is grappling with conflicts as disgruntled employees are seeking for explanations on the numerous concerns they have raised.
The ensuring conflict in this organization is an example of a human resource issue that could have significant impacts on workforce productivity because of its probable impact on employee motivation and contribution to work processes. As a result, suitable HRM strategies and practices should be adopted to help resolve the issue and enhance employee motivation and contributions to the organization. My response to colleagues and management would be that this organizational conflict is not healthy with regards to achieving desired business goals and objectives because of how it negatively impacts employees. The warning of potential employee layoffs and furloughs are counterproductive in an organization since they generate conflict and end up killing teamwork and eliminating a sense of ownership among employees....
If employee concerns and questions are not addressed in a timely and effective manner, the conflict could worsen to an extent that it will have severe impacts on organizational productivity. While conflicts are normal occurrences in the workplace, the identification of suitable ways to deal with them is crucial towards teamwork and enhanced contributions to work processes (Belak, n.d.). Employees in this organization need to find proper channels to raise their grievances and concerns relating to the situation. On the other hand, the management needs to listen to employees and develop appropriate measures to be undertaken in resolving the standoff.
There are several strategies that could be utilized in trying to deal with this conflict in order to minimize its impact on workforce performance and organizational productivity. These methods should be based on negotiation, which is a suitable measure for handling organizational conflict (Nahavandi et al., 2012). One of the methods I would use in trying to deal with this conflict is accommodation since the issue is primarily attributable to unsuitable practices by the organization's management. In this case, the negotiation process would focus on repairing and/or restoring the relationship between the management and employees. This process will involve extending an olive branch…
Conflict in the Workplace Workforce within organizations, whatever the level, constitutes one of the most important resources within such environments. Harmony among the human resource and shared vision among employees is one mandatory factor in ensuring that goals are appropriately met. Conflict if however, one inevitable occurrence in the workplace and organizational leaders has to deal with it appropriately (Flagan & Craig 8). Conflict in organizations neither occurs nor happens in
Similarly operational efficiency is crucial for control but too authoritative approach to a controlled culture is no more feasible in the current business environment because it stifles creativity and hinders employee freedom affecting overall business performance. Innovation and setting benchmarks and preparing people to achieve such high standards become the hallmark of organizations that strive for competence. Lastly cultivation culture is about stirring the lives of customers and employees
People come into an organizational culture from vastly different backgrounds and with very different experiences and cultural attitudes towards the right way to view a leader and to do business. Furthermore, mergers are also more common, meaning that different corporate cultures are more frequently being combined. Although a lack of clarity about group goals, leadership, and cultural miscommunication may be the main sources of group conflict, organizations do not
This naturally tends to exacerbate the tension and increase the potential for conflict; as with many competing visions and views there are bound to be differences of opinion and consequently conflict between different individuals." As a result many people in many organizations are forced to invent their own corporate vision. When you have different versions of goals, direction, and values among different individuals and groups, you increase the probability
Conflicts are natural. They are expected to arise in any interaction involving two or more individuals. No two people think, act or react in a similar manner. This variability offers the opportunity for a conflict to arise in any situation. Without conflict, life in organizations would be stagnant. The future of the organization would be jeopardized. Dissonance, or a need to find a better way of doing things, is often
Conflict, Decision-Making, Organizational Design Conflict, Decision Making, Organizational Design Publix Company How to apply negotiation strategies to address potential conflicts in workplace Conflicts in the workplace are a common experience that many mangers encounter. Conflicts are categorical of the nature where organizations are able to relate with each other together with personnel interaction. Within an organization or company as Publix Company, conflict resolution measures should be undertaken as part of the restructuring, growth and