Conflict is a state where there is a lack of peace and tranquility in the workplace. It could be functional or dysfunctional conflict. The conflict that leads to negative and undesirable outcomes can be classified as dysfunctional. Dysfunctional conflict leads to time wastage, sabotage, delayed decision-making, lockouts, and loss of very key staff leading to more costs of training, developing and recruiting staff. In the workplace, there are many forms of conflicts that ensue, whether job-related, interpersonal or intrapersonal ( Beru, Kilelo, and Rotich, 2015). Conflicts can be handled easily and solved if both parties have experience in such situations, communicate and are ready to deal with the same. This work covers the modes of identifying conflict, the action plan and issues to counsel and correct, the modes of managing increased stress and policies to be enacted to help my team succeed as inferences from a scenario.
Mode of Identification and Approach to the Different Conflicts
There are certain behaviors and situations that give rise or room for conflict. For instance, Julie has been distant and has been focusing on other issues other than the work-related tasks. In this case, issues like poor communication, unclear job boundaries, unmet expectations and unresolved or hidden forms of conflict could easily arise. This could also affect the other employees regarding the value systems and work which should be completed by Julie’s department not being done in good time ( Farias, 2011). To manage this, the HR policy document could be revisited and the necessary action was taken, a referral to the Human Resource manager could be made and the conflict further investigated and documented.
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Issues to Counsel, Manage and Correct
There are different ways of handling or managing conflict. Some of these modes include avoidance, smoothing, confrontation, compromise, and dominance. All these are applicable in different situations. In the present case, smoothing would be quite a key strategy to ensure that the communication between all the parties in the team is not disrupted in any way. Also as the management, dominance could work, as it would impose a solution that has to work and all parties have to be an agreement for everything to run smoothly and as expected in the company. The issues in the company include: letting personal issues trickle down to the workplace, the lack of good and healthy communication and work environment in the company and Julie being a poor role model regarding lateness and focusing on other issues not related to work.
In this case, I would remind the employees of the Human Resource Manual and the need to revisit and live by the rules. I would take a corrective measure as dictated by the guide so that all employees will respect and adhere to the policies, rules, and regulations of the company. It is important to even involve the employees in the revision of the Human Resource Manual to understand and incorporate their needs and those of the company as a whole.
In Julie’s case, it would be important to first understand the cause of the problem. In case it is personal and affecting her work as evidence, I would advise her to seek counseling services or even make an arrangement for the same (Beru, Kilelo, and Rotich, 2015). If it is not possible to resolve the issue, then we can seek advice and ensure that her morale for work is restored to normal.
How to Manage Increased Stress
Stress is a complex state in which one is faced with a demand or opportunity desired, but the outcome is unknown but very vital. It could be hard to deal with everything when one has not taken the time to plan and strategize how to deal with all the key issues at hand. I would first take it easy and slow, identify the real issues and come up with a mode of handling the key and chief issues. I would realize that as a manager, dealing with conflict in the workplace including the job demands could be a lot to chew. Some of the other best modes of managing the stress would be: engaging in the more physical activity, planning, and management of the time utilized, relaxing and increasing my social support network (Farias, 2011). An organizational approach would be the development of corporate wellness programs, increasing involvement in other non-work related activities and games, training employees and increasing communication levels.
Policies and Procedures to Enact
There are different ways of ensuring success in a team. Some of the policies should be enacted by all individuals contributing to the policies laid down tailored toward ensuring success in the workplace and working toward a common goal. Inauguration of Employee Assistance Programs would be a great idea to ensure that the work environment is peaceful and fosters healthy working relationships (Beru, Kilelo and Rotich, 2015). There could be moments of employee bonding organized by the company to ensure that all employees interact and even engage in more activity to reduce the stress levels in the company and foster a positive working environment. Other policies meant for the growth of the team and development include training and good job design, a good delegation of duties to enhance success in the prevailing future of the organization as a whole.
References
Beru, M.K., Kilelo, H. and Rotich, K. J. (2015). Occupational Stress and Conflict Management in Organizations: Understanding the Organizational Behaviour. International Journal of Economics, Commerce, and Management. United Kingdom Vol. III, Issue 7
Farias, E. B. (2011). Managing Conflict and Stress. Comportamiento Organizacional
