Workplace Can Prove to Be

¶ … workplace can prove to be a distraction to the entire office if they are left to fester. In a situation such as this, the argument is not about anything specifically work-related, so there are fewer limits on finding a resolution. Although the temptation may be to ignore the issue, being that it is petty, this is the wrong course of action because the interpersonal issue will not go away and may spread throughout the workplace. It is also important not to meet with the parties individually, as that can create a situation where the parties mistrust your involvement and the flow of communication (Heathfield, 2011). Park and Antonion (2007) showed that conflict resolution using interpersonal communication techniques is most effective when conducted by those who are extroverted and agreeable, so this is the personality that should be utilized when the two parties are brought together. The HR manager should only act as a mediator, working with the two to find a solution that is mutually acceptable. There could be other, underlying issues that are creating the tension, with the office only as a proxy conflict. By allowing the two to discuss the issue in a moderated setting, the issues can come to the surface and hopefully be resolved.

1B. The conflict is not significant in nature but has the potential to cause major disruption in the office. Therefore it must be resolved. The best approach in this case is to uncover the root of the problem, because it may not be about the office, but about status within the office. If this is the case, then a solution may be negotiated. Once the root problem is uncovered from private discussions with the individuals involved, the manager should work towards a solution. If a solution cannot be negotiated, then the manager will need to impose a solution. Workplace conflict is a difficult situation. The players are adults, and should be able to resolve situations like this amiably, but this is not the case. The human resources department should be in a position to move one of the individuals out if that is warranted.

2a. From the HR perspective, all employees should be treated equally, regardless of extenuating circumstances. To do otherwise but create legal risk for the company. Thus, the first step is to here the complaint out and if a formal complaint is filed, an investigation will need to be conducted. In this situation, the human resources department needs to remain neutral in the dispute, so it is important that the process be as professional as possible. However, it is important to the company that it not be used as a pawn in the conflict, because that not only creates bad blood but it sets a poor precedent and costs the company money.