Managing Conflict In Business 1
MANAGINGCONFLICT IN BUSINESS
Managingconflict in the places of work is one of the key pillars of thesuccess of a business. The management is ensured by fosteringdiscipline among the employees. The conflict resolution processes mayinclude verbal warning, written warning, suspension and eventermination of contract (Amis, Slack, & Berrett, 1995). Therelationship between the employees improves through a closerelationship formed by employee unions.
Inensuring that there is no conflict in an organization, verbal warningcan be effective. It involves identification of the problem, and themanager discusses it with the employees. The manager gives theemployee time to explain his or her perspective on the issue andcomes up with the possible solutions to the issue.
Writtenwarning can be part of the conflict resolution for the betterment ofa business or organization. It is a formal way of solving issues, andthe manager states the problem in an official written form. Thewarning is filed in the employees records for future references(Amis, Slack, & Berrett, 1995).
Suspensionof an employee can be another way of ensuring discipline andreduction of conflict in an organization. This is done to make theemployee realize that the problem is big and serious that he or shemust change deeds. It is done in a formal way through thedocumentation, and the employee does no receive pay during thesuspension. If there is no change in the way an employee, thecontract may be terminated (Amis, Slack, & Berrett, 1995). Thetermination is done after considering the records of the employee andthe magnitude of the problem caused.
Programsthat helps in assisting the employees in dealing with personaldifferences can be adopted in an organization. The programs addressthe issues such as drug abuse stress and grief that affect theperformance of a worker. The employees are also given a chance to airout their grievances to the management. Unions are also created tohelp in solving grievances in an organization. The union resolves theissues through arbitration and negotiations between the partieshaving disputes (Amis, Slack, & Berrett, 1995).
Inconclusion, it is the mandate of all the parties in an organizationto ensure that the problems are solved amicably to ensure improvementin the productivity of the organization.
Amis,J., Slack, T. & Berrett, T. (1995), Thestructural antecedents of conflict in voluntary sport organizations,Leisure Studies,Volume 14, Issue 1, 1995, pages 1-16.