Conflict refers to a difference in opinion or opposition of interests working at the same place. Conflicts often occur when individuals deem their interests different; the situation is not different at the workplace. Due to the differences, an aggrieved party may feel like the other party refuses to accept their point of view hence causing conflicts. If supervisors fail to address conflicts, they lead to serious issues such as job dissatisfaction and disputes that affect job efficiency. Conflicts are a common occurrence at the workplace due to the diversity regarding cultural backgrounds, personalities, values, and ethics (Prause & Mujtaba 2015 pg. 13). Some of the main sources of conflict between supervisors, employees and the human resource department include work role conflict, poor communication and multigenerational differences.
When employees are not clear about their roles in an organization or key result areas, conflicts often arise among them. Additionally, conflicts occur if there is an imbalance of power regarding their job profiles (Katz & Flynn 2013 pg. 393). For instance, if a supervisor feels like the human resource managers are accorded more respect conflict, arise between the two departments. Another instance is if a supervisor does not agree with an employee about what the latter has to do regarding their job description. Conflicts arise if supervisors are unaware of human resource procedures or are granted more authority on staff than they should. The level of authority granted to supervisors regarding human resource issues should rely on the fact that they are aware of employment practices and well-honed leadership skills.
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Breakdown in the communication chain causes conflict between supervisors, employees, and human resource. Workplace communication is an important aspect of achieving job efficiency and organizational goals (Cahn & Abigail 2014). Research shows that employee morale is boosted and productivity increases if they can communicate up and down the communication chain at the workplace. Conflicts often arise when supervisors fail to communicate with employees on job deadlines, instructions, updates or status reports. Poor communication between the supervisors and human resource department causes conflict (Cahn & Abigail 2014). For instance when supervisors fails to report absenteeism of an employee based on whether the employee performs well in other job areas. However, absenteeism and failure to enforce policies that reduce absenteeism affects other employees’ morale and job motivation. Poor communication might cause conflict when the supervisor and employee exchange information without understanding each other; when one member is prompted to work from one set of perceived information while another one is working in a different direction.
Multigenerational difference refers to people from four different generations with different work styles working together. It is a main source of conflict between supervisors, employees, and human resource management. The four distinct generations Traditionalists, Baby Boomers, Gen Xers, and Millennials have their unique approaches to problems at the workplace (Hillman 2014 pg. 240). Attempts to force cooperation among employees from different generations leads to significant conflicts at the workplace. Traditionalists depend on old practices while millennial are extremely dependent on new technologies; that creates conflicts among them even when employees aim for the same results. The stereotype associated with each generation is difficult to overcome, young workers are often considered entitles and lazy while the older workers are considered greedy and stubborn (Gursoy et al. 2013 pg. 40). Explaining what each employee contributes towards achieving company goals bridges the generational gap.
The main sources of conflict between supervisors, employees and human resource department are work role conflicts, poor communication, and multigenerational differences. Work role conflicts occur when employees are not conversant with specific roles assigned to them or feel like one department or individual is granted more authority than others are. For example, if a supervisor feels like the human resource managers are accorded more respect; conflict arises between the two departments. Poor communication between employees, supervisors and human resource causes conflict. Conflicts often arise when supervisors fail to communicate with employees on job deadlines, instructions, updates or status reports. Multigenerational difference occurs when a workforce comprises of individuals from four distinct generations. Generational stereotype is difficult to overcome; young workers are often considered entitles and lazy while the older workers are considered greedy and stubborn.
References
Cahn, D. D., & Abigail, R. A. (2014). Managing conflict through communication . Pearson.
Gursoy, D., Chi, C. G. Q., & Karadag, E. (2013). Generational differences in work values and attitudes among frontline and service contact employees: International Journal of Hospitality Management , 32 , 40-48.
Hillman, D. R. (2014). Understanding multigenerational work-value conflict resolution. Journal of Workplace Behavioral Health , 29 (3), 240-257.
Katz, N. H., & Flynn, L. T. (2013). Understanding conflict management systems and strategies in the workplace: A pilot study. Conflict Resolution Quarterly , 30 (4), 393-410.
Prause, D., & Mujtaba, B. G. (2015). Conflict management practices for diverse workplaces: Journal of Business Studies Quarterly , 6 (3), 13.
