Another important aspect of today's corporate world is conflict. Conflict management has thus come to occupy as important a place in organizational policies as diversity training. In fact we must understand that diversity and conflict are inter-linked since it is usually because of the former that latter arises. When people with diverse viewpoints, cultural and social influences enter the workplace, they are bound to clash with each other resulting in conflicts. R. Roosevelt Thomas Jr. (1996) explains: "With workforce diversity, you have a mixture of people who can vary along an infinite number of lines: age, tenure, lifestyle, sexual orientation, education, experience, geographic origin, race, gender - just to name a few possibilities. If globalism is your immediate concern, you have to deal with a mixture of nations that have differences and similarities in terms of people, history, culture, religion, politics, technology, priorities, and location." (Redefining Diversity, pg.12) it is therefore extremely important for the firm to recognize this risk and change its organizational policies accordingly. The firm must clearly present its views on diversity and conflicts and encourage tolerance. Not only should the policies reflect the company's wishes and stance on the issue, they must also be effectively communicated so there is no doubt left in any person's mind. Apart from diversity, another thing that gives rise to conflicts is change. In today's rapidly changing corporate world, the only...
However changes are usually not shared with employees or they are kept in the dark till the very last minute when they suddenly find themselves in an unfamiliar territory. It is vital thus to keep the channels of communication open and to inform employees about possible changes in the organization. This helps in minimizing resistance, which leads to conflicts. Plsek and Kilo (1999) explain: "Change is not so much about overcoming resistance, as it is about creating attraction. Viewing the movements of a colony of ants over time reveals a detailed pattern of complex behavior and many cycles of change as the insects build and then move. Paradoxically, the underlying attractors that drive this behavior are quite simple: food and survival."
Conflict Management in the Workplace Conflicts have become increasingly inevitable in the contemporary working environment because of the diverse nature of the workforce. Actually, the modern workplace is a hub of diverse cultures largely because of globalization. Globalization has contributed to workplace diversity through facilitating increased migration of people who are looking for better market opportunities, personal development, and new challenges (Prause & Mujtaba, 2015, p.13). These changes have generated numerous
Similarly operational efficiency is crucial for control but too authoritative approach to a controlled culture is no more feasible in the current business environment because it stifles creativity and hinders employee freedom affecting overall business performance. Innovation and setting benchmarks and preparing people to achieve such high standards become the hallmark of organizations that strive for competence. Lastly cultivation culture is about stirring the lives of customers and employees
However, according to this model, what can be termed as the best way is defined by how the decision made marries with the content and context of the matter at hand. The contingency model establishes that a decision that is made for a particular context may not be applicable in another, even though the contexts may be similar. It also establishes that a unified role is played by the
Organization Behavior Strategic Management of Human Resources This paper acquaints the reader with the Human Resource Management at the largest fast food brand in the World -- McDonald's. It describes the core HRM practices which are currently in use at the company and discusses them in the light of modern International HR Management practices. The paper also contains recommendations on how McDonald's can improve its HR practices. MCDONALDS: INTRODUCTION McDonald's is the World's largest
"Try to find out what really is driving the other side's agenda. it's vital to know the real need behind a person's position" (Tyler 2004:2). Conflicts should also be expressed as rationally as possible, without too much unnecessary emotion, although if emotional difficulties are at the heart of the issue, it is not inappropriate to allow them to enter the fray, so long as it is done respectfully. Saying that
This naturally tends to exacerbate the tension and increase the potential for conflict; as with many competing visions and views there are bound to be differences of opinion and consequently conflict between different individuals." As a result many people in many organizations are forced to invent their own corporate vision. When you have different versions of goals, direction, and values among different individuals and groups, you increase the probability
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