Bronx Security Limited experiences conflicts within the department on several occasions. The major types of conflict in this work include inter-group or inter-team conflict and intragroup conflicts. Intergroup conflicts occur mainly due to the differences in the nature of operations and levels of work of each team within the department. Every team is allocated resources to operate which is different from the other. Those in charge of merchandise and delivery, for instance, need transport means, fuel, and facilitative allowances. Security personnel only need to report to their points of work while coordinating with the firm.
Action Plan to Implement Change on Conflict Resolution
The number one priority for conflict management for Bronx Security is the efficient management of the available resources. Understandably, the company has a shortage of resources, and this is likely to cause conflict between the employees. Therefore, in response, the contingency plan is as follows:
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Action Plan 1: Resource Management Software
Bronx Security Ltd needs to invest in resource management software. The resource management software must be in a position to solve most of the reported challenges that cause conflicts between the employees in regard to using their sources. First, the resource must assign a resource that the team needs most. The resources have to be used for a specific limited time, after which it is handed to the next team (Horowitz & Boardman, 1994). The software assigns the resource under the care of a team member of the team leader where necessary. The assigned individual must ensure resource safety and must be responsible for taking care of the resource during the team assigned use period. The assigned individual to care for the resource returns it when it is due. When returning the resource, it has to be recorded through standard practices by ensuring it is inspected for damages. There have to be repercussions for loss of the resource, not returning the resource in the specified time period. The software must also indicate to the team members the resources that are under the other team. This will allow a team to use the resource they are allocated more as they wait for the other teams to hand them the resource. Resource management software can be very effective in ensuring a resource is utilized maximally by all the team, moving a resource between team effectively, allowing the teams to plan according to the time they are given resources.
Action Plan 2: Contingency Plan
Conflicts are likely to occur now and then in an organization. The success of an organization in handling conflicts depends on how good the organization identifies possible conflicts and how to mitigate them.
Part of an effective contingency plan is to have the employees and the stakeholders accountable for how they use the available resources. Bronx Ltd must make it very clear of the impact on the company when the resources are not shared (Blackard, 2011). The contingency plan should be made readily and easily available to all the employees and stakeholders. For the company, the contingency plans the necessary steps to be taken in resolving the disputes over the resources. Disputes are expected, so action has to be taken in case of a dispute. For our case:
The penalty for not meeting deadlines and returning resources on time will be additional time for the other teams and denial of the resource for a designed period.
When a team does not get a resource for longer, the resolution would be to give them the resource, and they will work for overtime to recover for lost time.
Resources must be signed on when released and returned back
Conflict Management Strategy
Cultural differences have been mentioned as one of the major causes of conflict amongst the Bronx employees. To resolve the conflicts, there is a need for human resources department to introduce a cultural awareness and training mechanism. Cultural difference is a good thing because it brings creativity, but when it is not properly organized and utilized, then it brings problems. There is a need for proper organization and job allocation to ensure every individual has his or her own responsibilities at work. Structuring responsibilities and formalizing operations, assigning individual where one needs to be at any time through organization structure will help align conflicts related to roles in a culturally diverse organization.
Theoretical Framework on Conflict Management
Attribution theory can best explain the link between forgiving, apologizing, and willing to work together. Attribution theory claims that the way people see a situation has a direct effect on the way they act upon that situation (Nash & Hann, 2017). A good example of this is the belief of individuals about a certain cause may be the main driver of reaching evaluations and reactions to a situation, for example, forgiving and apologizing.
Leaders that are ethical use their individual and professional lifestyles in setting a good example to the employees by helping them avoid destructive behaviors at work. Instead, they insist on workers having good behavior at all times for the company and individual success.
Resolution Options
There will be the compliance office, which serves as the Mediator in bringing to attention, any kind of act or incident that can be described as resource conflict. Compliance office will be useful in solving any kind of standoff that hinders continuous production, such as making the decision on whom to be allocated a resource and for how long. The office will also handle the resource management software by allocating the resources effectively to the teams that need them most for a given period.
References
Horowitz, S. V., & Boardman, S. K. (1994). Managing conflict: Policy and research implications. Journal of Social Issues , 50 (1), 197-211.
Blackard, K. (2001). Assessing workplace conflict resolution options. Dispute Resolution Journal , 56 (1), 57.
Nash, D., & Hann, D. (2017). Organizational Innovators: A Study of Workplace Intra-Employee Conflict Management Strategies.
