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Question #1. Conflict in organizations is inevitable and must be managed. Identify varieties of conflict that arise in organizations. Explain how conflict can be both positive and negative. Gender based conflict has been in the news a great deal over the past few years. Outline the issues and suggest how organizations can address gender-based conflict. Finally, identify the steps you would follow if a sexual harassment complaint was brought to your attention.
1. Identify varieties of conflict that arise in organizations
2. Explain how conflict can be both positive and negative
3. Gender based conflict
4. Issues and suggest how org can address gender based conflict
5. Finally- identify the steps you would follow if a sexual harassment complaint was brought to your attention.
2 pages single space
Question #1. Conflict in organizations is inevitable and must be managed. Identify varieties of conflict that arise in organizations. Explain how conflict can be both positive and negative. Gender based conflict has been in the news a great deal over the past few years. Outline the issues and suggest how organizations can address gender-based conflict. Finally, identify the steps you would follow if a sexual harassment complaint was brought to your attention.
1. Identify varieties of conflict that arise in organizations
2. Explain how conflict can be both positive and negative
3. Gender based conflict
4. Issues and suggest how org can address gender based conflict
5. Finally- identify the steps you would follow if a sexual harassment complaint was brought to your attention.
Identify varieties of conflict that arise in the org.
Explain how conflict can be both pos. & neg.
Gender based conflict and issues and suggest how org can address gender based conflict.
Identify the 4 steps to follow
Person vs self control
–
Example-
Positive conflict –
Example:
Example:
Stereotypes –
Address the issue:
First – outline the process on sexual harassment policy and take action.
Person vs society conflict
–
Example-
Goal:
Pay disparity
Address the issue:
2nd- make sure complaints are safe. Take appropriate action in reporting the incident or general situation no matter what the result of the investigation.
Person vs person
–
Example-
Negative Conflict –
Abuse of power is sexual Harassment:
3rd- document any details reported by complaints and forward to HR and any other necessary dept.
Person vs technology
–
Example-
Example:
Example:
Address the issue:
4th – comply with HR & additional dept during investigation
Introduction:
Fluff: Conflicts are common and almost inevitable in any organization. They often occur when different parties are having a clash of interest. Therefore, organizations must put in place mechanisms to help manage and control conflicts when it occurs. This goes a long way in ensuring that there is a conducive working environment.
Identify the varieties of conflict that arise in an organization
1.
Person versus self-conflict –
– A person versus self-conflict is often internal in that an individual finds himself or herself in a compromising situation that sees them battle between two selves or desires. In most cases, one desire is often good, and the other is evil.
Example: A person that is completely qualified for a job and does not apply for a promotion based on imposter syndrome and self doubt. This causes another person that is not qualified to get the promotion they should of went after.
2.
Person versus society conflict
–
– Person versus society is a type of conflict that happens when an individual is not in favor of practices and policies that have been put in place as well as institutions. These may include bad governance, bad working conditions, slavery, brutal police force, child abuse, sexual harassment, drug trafficking, among others.
Example: An employee who finds it difficult to perform their duties efficiently because of an organizational culture of rampant corruption and cronyism.
3.
Person versus person conflict-
Interpersonal conflict is often depicted by the show of discontent between two or more people, although it may also involve direct opposition or dispute that is subtle.
Example: Two employees who do not get along because of competing approaches or a high level of competition.
4.
Person versus technology conflict-
– In a person vs technology conflict, a person finds himself against unsympathetic technology that he or she believes that it is against humanity.
Example:
When employee workforces are replaced with robots or machines.
Types of conflict
a. Conflict of interest
a. Gift giving and receiving
a. Confidentiality
a. Sexual harassment
a. Political activity
a. Equal employment opportunities
a. Moonlighting
a. Paradox of democracy
viii. Individualism vs conformity
viii. Equality vs inequality
viii. Participation vs submission
viii. Diversity vs uniformity
1. Paradox of needs
Employee happiness vs organizational rationality
Democratic liberties vs organization’s liberties are more important
Conflicts in an organization can either be positive or negative:
1.
Positive Conflict: Positive conflicts do not obviously mean that the disagreement was good, but it means that the conflict resulted in positive outcomes. Positive conflicts generate new ideas, provides solutions to problems while encouraging innovation.
Examples:
· Conflict accelerates change in an organization – Promotes modification of policies and operation procedures in the organization. In cases of extreme conflict, the organization may conduct a complete overhaul of its leadership, bringing in managers with fresh ideas.
Can stimulate innovative thinking and incorporate divergent opinions when properly managed.
· Goal Congruence – Conflict forces the orgs leadership to realign its objectives towards common goals in order to foster teamwork among competitive parties. Reviewing the goals and objectives of the business to help meet the needs of conflicting parties should result in better goal congruence, so that everyone is pulling in the same direction to move the business forward. Match individual and institutional needs.
· Innovation
Incorporate divergent viewpoints.
See unique opportunities
Match needs of individual with needs of organization
Adjust resources
2.
Negative Conflict:
Negative conflicts are characterized by petty arguments over minor issues. During conflicts, individuals will want to align themselves with their preferred side to appease them or choose one party over the other to reduce tension.
Examples:
· Waste of time and resources: the business may lose time and resources at times of conflict. Instead of concentrating on meeting objectives, employees waste time on diverse issues. Misuse of business materials and funds is quite rampant when conflicting parties engage in “warfare”. Wrangles, stress, and emotional confrontation, reduce the workers’ productivity, and eventually the profitability of the business. Can suffer high turnover as a result. Prolonged conflict can lead to stress and cause employees to burnout.
· Sub-optimization: happens in instances where conflicting parties engage in extreme disagreement. When conflicting parties push the pursuit of their own interests excessively, the orgs goals end up compromised. Instead of working together to achieve the orgs goals, conflicting parties engage in needless feuds that result in superiority contests. Distortion of goals occurs as parties embark on undermining each other’s efforts.
Gender-Based Issues & how organizations are tackling the gender based conflicts
Gender-based Conflicts:
With diversity being embraced in organizations today, there are chances of experiencing gender-based conflicts. Gender-based conflicts include harassment, lack of opportunity and discrimination on the basis of one’s gender.
Stereotypes – Discrimination – Equal Opportunity
· In most cases, this type of conflict occurs due to stereotypes that are often associated with a specific gender.
· For example, there is the stereotype that women should belong at home, whereas men work to support their families.
· Furthermore, men are believed to be effective in holding managerial positions as compared to women. This creates a glass ceiling phenomenon.
· These perceptions contribute to discrimination and need to be properly tackled within the organization.
Addressing the Issue:
Civil Rights Act of 1964 Title VII:
· Federal law that prohibits employers from discriminating against employees on the basis of sex, race, color, national origin and religion.
· Title VII also created the U.S. Equal Employment Opportunity Commission which investigates and resolves discrimination claims.
· Employees must be trained and educated about gender discrimination to avoid conflicts.
· Organizational culture
· Providing pathways to leadership for women to move up in an org.
Pay disparity
· Unequal pay is a form of gender discrimination. If a woman works the same hours, performs the same tasks, and is required to meet the same goals as her male counterpart, she is entitled to equal pay.
Addressing the Issue:
· One way of dealing with pay disparity is The Equal Pay Act: protects both men and women from being paid different wages based on sex/gender.
· The Lilly Ledbetter Fair Pay Act: Helps with the period of time needed to file a complaint regarding employment discrimination concerning compensation.
· Implement HR policy stating that pay should be based on experience and education and fairly applied.
· Taking action can’t ignore it!
· Organizational culture and training.
Abuse of Power in Sexual Harassment: (Gender Based Conflict)
Sexual harassment is behavior characterized by the making of unwelcomed and inappropriate sexual remarks, physical advances or other professional or social situation.
· Coupled with an abuse of power, can cause significant change in employment status, such as hiring, firing, failure to promote, reassignment with significantly different responsibilities, or significant change in benefits.
· Ex: Administrative assistant who resist a boss’s sexual demands and is given less-desirable work assignments, or who is promoted if she accepts.
Addressing the Issue
:
· Practical solutions include leaders and management making a conscious effort to create an equitable workplace. This can include regular trainings and an anonymous report system that handles claims in a serious manner.
· Training, Example: CSUSB Not Anymore (Sexual Harassment Training)
· Title IX Officers (assist in grievances and concerns)
Identify the steps you would follow if a sexual harassment complaint was brought to your attention:
Steps to address sexual harassment
1. Listen to reporting party
1. Does behavior fall under Title VII, violate policy and procedures, is severe/pervasive?
1. Provide resources to reporting party
· EAP
· EEOC
· Office for Civil Rights
· Interim measures:
1. Work accommodation
1. Alternate schedule
1. Alternate workspace
i. Address behavior with other party
i. Will mediation work or can it be solved informally
i. Address the specific behavior with the other party
· Reason behavior prohibited and appropriate law or policy
· Provide additional related training to other party
· Incorporate training for all employees
· Review, revise and update policies and procedures as needed
1. Meet with complainant
2. Advise complainant information will be sent to HR to address under Title VII
3. Provide complainant with pamphlet of resources/contact information: HR, EEOC, Office for Civil Rights, EAP, local community resources
4. Stop, remedy and prevent a recurrence
5. Identify, address and correct the behavior
6. Refer to, or update, policies and procedures
The steps to follow if a sexual harassment complaint was brought to my attention.
In case an employee raises a sexual harassment complaint, there are various steps that I will follow to ensure that a proper solution is found.
1. First, I will outline the process of sexual harassment policy and take immediate action.
2. Next, I will talk with the employee who is reporting the claim. Make sure that he or she is safe. Take appropriate action in reporting the incident or general situation no matter what the results of the investigation may find.
3. Next, I will document all details provided by the complainant and forward the complaint to HR and any additional departments that should be involved in the investigation.
4. Finally, comply with HR and any additional departments during the investigation.