Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
Violated Expectation and Team Conflicts
Almost all the conflicts that are experienced within the organization are as a result of violated expectations that two parties or groups experience. The normal functioning of the human mind is that the other person or other group would think and act like they do or think, but often this is not the case as there are divergent ideas and ways of thinking that often emerge. This concept of the other party acting differently from what one expected is what is referred to as violated expectations. The violated expectations often undermine the trust between two people or parties and when one feels the trust is betrayed or broken, the end result is conflict between the two individuals (Patterson K. et.al., 2004).
One of the most predominant case of violated expectation is when a junior employee feels that the manager or his supervisor needs to help him accomplish a given task, and yet on the other hand, the manager or supervisor feels that the junior employee needs to accomplish the task on his own. Another related instance is when a manager assigns a given task to an employee who feels he should not be the one to handle that particular...
Here, the employee will either handle it in a substandard manner or not do it after all. Yet another workplace violated conflict is the assigning of duties to another employee yet the first employee feels he should be the one to handle such issues. He expected to be given the work or the assignment be directed to his department and that does not happen, it creates a violated expectations scenario.
All these above cases are evidently issues to do with lack of proper communication of intention and expectations. There is need to have all employees feel free to communicate what they expect from a given assignment and also to express their objections to the relevant authorities. The managers or supervisors also need to keenly listen to the reasons for the objections and understand why the given employee has a different expectation from their own. This will help the two parties come to an amicable conclusion and settlement that will not only see the peaceful resolution, but also have the task handled to the logical conclusion in the right manner and by…
Reference
Patterson K. et.al., (2004). Tools for Resolving Broken Promise, Violated Expectations, and Bad Behavior. Retrieved January 7, 2016 from http://clinicaldepartments.musc.edu/medicine/leadership/documents/CrucialConfrontations.pdf
Resolving Organizational Culture Issues Situational Overview and Background of the Issues The organisation consists of 43 employees managed by a management team of 3 males in their middle 60s: a Director, General Manager, and National Sales Manager. The average age of the employees is 30, and only 3 of the employees are female. The 3 managers all adhere to very outdated authoritarian management styles and communication patterns, routinely resorting to verbal abuse
Introduction The goal of nonprofit organizations vary as it depends on its specific objective, mission and focus. The objective of an NGO can cover from improving human rights to providing education on environmental issues in a geographical area. It can also cover issues related to improving a given state, country or region. All NGOs worldwide share the desire to further their mission and vision. Most individuals that form NGOs usually tend
Social & Ethical Issues in Management Brief Background/History of Corporation Epitech is a technology company that creates and develops software for administrative use for other corporations. The company was founded in the year 2009 and has since then grown to become one of the renowned software technology companies in the region. The headquarters of the company is situated in the state of Virginia. The company is best known for its Omega software
Building Coalitions Conflict within the organization is an every day reality as no one individual will have the same opinion or style. The differences found amongst people in the workplace has required perceptions to change when it comes to leading a team and implementing strategy. One's attitude must be flexible and tolerant of change and conflict. Conflict must be an accepted factor or otherwise the organization will not survive. In many ways,
job of the CEO of a company is to show leadership not just when everything is going smoothly but when there is conflict, when there is uncertainty, and when the organizational situation enters into a situation with complexities that are new and unsettling. This paper references the existing scholarly literature in terms of providing ideas, strategies -- to be used as organizational tools -- that are available to the
Landon Carter's Character through Erik Erikson's stages of development Erik Erikson was an American developmental psychologist who was born in Germany and went to postulate eight stages of psychological development. He developed a model that talked about the eight stages every human passes through as he grows. These stages depict and analyze a person's life from when they are baby till they die. It mentions how in every stage a person