Workplace Conflicts
Microsoft Corporation is one of the largest software companies in the world. The company deals in software development, manufacturing and licensing software products including operating systems, server applications, business and consumer applications, internet software technologies and services as well. Under the leadership of Bill Gates Microsoft has succeeded in placing at least one of its products in every personal computer world wide.

Over the years, Microsoft has experienced growth as a result of the creative and innovative nature of the employees. The chief executive Steven A. Ballmer (2010), said that the standards of business conduct are an extension of Microsoft's values and the foundation of their business tenets. This shows that Microsoft is a consumer oriented company that has the interests of the end user at heart. He goes on to say that all Microsoft employees are responsible for understanding and complying with the standards of business conduct, applicable government…...

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References.

Center for Management and Business Administration, (2010). Theory X and Theory Y

Retrieved August 27, 2011 from  http://www.netmba.com/mgmt/ob/motivation/mcgregor/ 

Mary Rau-Foster, (2000). conflict in the work place. Retrieved August 27, 2011 from m  http://www.workplaceissues.com/arconflict.htm 

Sprangler B., (2003). Competitive and Cooperative Approaches to Conflict. Retrieved August

e., Americans are generally not 'timid' and avoid confrontations), it would be unlikely that the Chinese workplace environment would have a good fit with American workplace environments.
3. Leung's article on workplace conflict among Hong Kong employees demonstrates the importance of respect to superiors and authority in the workplace, no matter is s/he has incorrectly done something or was wrong in an argument with another employee. Because Chinese culture is generally a high uncertainty avoidance culture, it is best to approach conflicts in an indirect manner. Employees could take advantage of their collectivist nature to work together and invite the conflicting parties to a private (yet social) gathering or event. The team could work together to make the two parties feel at ease with each other, if not directly reconcile in front of their teammates. This subtle way of conflict resolution is appreciated more in Chinese workplace environments than direct confrontation…...

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References

Adler, R. (2009). Interplay: The Process of Interpersonal Communication. Oxford University Press.

Leung, a. (2008). "Interpersonal conflict and resolution strategies: an examination of Hong Kong employees." Team Performance Management, Vol. 14, Issue 3/4.

Workplace Conflict Resolution
Work place conflict resolution

Management Role

In this case I will be assuming the role of direct supervisor for the operations department, which oversees the shipping and manufacturing functions at the organization. Each of the employees involved in the case study analyzed will report directly to me, and therefore I will be responsible for developing a solution to their problems and enforcing disciplinary action if necessary.

As a direct supervising manager and operations manager, I am personally accountable for any issues or loss of profits that might arise from shipping malfunctions, and therefore must resolve and find the source of the shipping problem because it could possibly cause the organization additional expenses.

Narrative Analysis

In this particular case, two individuals have initiated a heated debate which revolves around assigning responsibility for a shipping mistake that might cause the company lost production dollars. Neither employee at this point is willing to admit blame for…...

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Bibliography

Bitman, Bruce A. (200). "Conflict Resolution." Commercial Law Bulletin: Chicago. Vol. 17, Iss. 4, p. 12. Available:

 http://conflict911.com/cgi-bin/links/jump.cgi?ID=4801 

Fisher, R. & Brown, S. "Getting Together." New York: Penguin

workplace conflict in the educational environment. The selected organization is a large educational institution, specifically its independent learning department, where there is tension and workplace conflict among the staff members. Specifically, there is tension between the full-time staff and part-time student staff, due to mismanagement and misunderstandings. One manager favors student staff over the full-time staff, since she was once a student worker herself, and it has driven a wedge between staff members, and several staff members have left or transferred to other departments.
First, it helps to define leadership, and what a good leader hopes to accomplish. One author notes, "Leadership means influencing people beyond routine compliance with directives and orders" (Levinson, 2005). Organizations employ leadership in many different ways. Author Levinson continues, "Leadership provides the key dynamic force that motivates and coordinates an organization to accomplish its objectives" (Levinson, 2005). Good leaders are examples to their staff, and…...

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References

Adamchik, W. (2007). Organizational leadership: Three principles for higher effectiveness. Human Resource Planning, 30(2), 11.

Levinson, M.H. (2005). Using general semantics to enhance organizational leadership. ETC.: A Review of General Semantics, 62(3), 250+.

Michalisin, M.D., Karau, S.J., & Tangpong, C. (2007). Leadership's activation of team cohesion as a strategic asset: An empirical simulation. Journal of Business Strategies, 24(1), 1+.

Culture and Diversity: Workplace Conflicts
Workplace Conflict: Diversity Training

Diversity-training is one of the most common methods used by organizations today to address cultural differences among employees, and thereby minimize the risk of workplace conflict (Samovar, et al., 2009). It basically entails i) educating employees on how cultural differences at the workplace could affect the way people interact, and ii) raising their personal awareness on the compliance issues of sexual harassment, Equal Employment Opportunity (EEO), and Affirmative Action (AA) (NCVE, n.d.). If conducted effectively, diversity training not only improves the way employees interact with each other, but also increases job satisfaction and reduces the rate of employee turnover (Samovar, et al., 2009). esearch has shown that more than 60% of companies in the U.S. conduct diversity training; however, the same studies have also shown mixed results in regard to the success of these diversity programs (NCVE, n.d.). So, why are some diversity…...

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References

NCRVE. (n.d.). Diversity Training. National Center for Research in Vocational Training (NCRVE). Retrieved 16 February 2015 from http://ncrve.berkeley.edu/abstracts/MDS-934/MDS-934-DIVERSIT-2.html#Heading29

Samovar, L., Porter, R. & McDaniel, E. (2009). Communication between Cultures (7 ed.). Boston, MA: Cengage Learning

Work Environment and Conflict esolution
The team is expected to give guidance to the security organization when they are switching from a full in-house security team to a partial in-house and partial contract security model. This change within the organization needs to be conducted efficiently in order for it to be effective. There are key factors in the work environment that have to be addressed in order for the change process to be effective. Creating a work environment in which employees are productive is quite essential when it comes to increasing the profits for the organization. The factors that have to be considered in the new department include the office environment. The actual physical layout of the new department is important when it comes to maximization of productivity. The employees have to feel comfortable hence, there is need to ensure that the working area is conducive in terms of space. Another…...

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References

Mindtools Ltd. (2014). Conflict Resolution. Resolving Conflict Rationally and Effectively. Retrieved July 14, 2014 from  http://www.mindtools.com/pages/article/newLDR_81.htm 

hrVillage. (2008). The Work Environment and Employee Productivity. Retrieved July 14, 2014 from  http://www.hrvillage.com/human-resources/employee-productivity.htm

According to marketing consultant Heather Huhman, if a person's work was somehow impacted negatively, or that person was passed up for a promotion, because the person said something to a supervisor regarding the harassment he or she received, the company could be liable.
hen Mark Hurd was the CEO of Hewlett-Packard, he became "embroiled in a workplace ethics issue" because, according to Susan Heathfield, among other things, he "failed to disclose a close personal relationship he had with a contractor." That ethical lapse was not sexual harassment in the workplace, but it was sexual in nature because ethically, an executive cannot become romantically involved with a contractor (or a vendor) that supplies the company with products or services. He was fired due to the conflict of interest, that is, a breach of ethics.

In conclusion, every worker should carefully read the company's workplace guidelines regarding what is considered ethical and what…...

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Works Cited

Heathfield, Susan M. (2011). Did You Bring Your Ethics to Work Today? About.com.

Retrieved November 11, 2011, from  http://humanresources.about.com .

Huhman, Heather. (2011). How to Recognize Sexual Harassment in the Workplace. U.S. News & World Report. Retrieved November 12, 2011, from http://money/usnews.com.

Soylu, Soydan. (2010). Creating a Family or Loyalty-Based Framework: The Effects of Paternalistic Leadership on Workplace Bullying. Journal of Business Ethics, 99(2), 217-

Organizational Behavior (OB) theory
Organizational Behavior is a study that fosters the understanding of the relationship between the employees and the organization and that between organizations themselves. In an organization, the way in which the employees with their seniors are very important to the determination of how the company will perform. In this case, a company that has a chance to maintain a good relationship with its employees will always register a good performance (Nelson, and Quick, 2012, pp. 8). This paper discusses the organizational behavior practices and effects in Aluminum Elements Corp (AEC). This is an aluminum company in the United States. The aim of this study is to come up with ways of handling the practical Organizational Behavior objectives of the company and the industry in general.

Organizational Behavior and its objectives

There are three levels of organizational behavior. They are classified according to the parties that are interacting. For instance,…...

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References

Bratton, J., 2010. Work and Organizational Behavior 2nd Edition: Understanding the Workplace. New York, NY: Palgrave Macmillan

French, R., et al., 2011. Organizational Behavior. New York, NY: John Wiley & Sons

Golembiewski, R.T., 2000. Handbook of Organizational Behavior, Second Edition, Revised and Expanded. New York, NY: CRC Press

Greenberg, J. 2013. Organizational Behavior: the State of the Science. New York: Routledge

Louis PD
Police departments can be stressful places to work. There are many internal stressors, such as dealing with co-workers, the politics of the job, or workplace issues such as lack of support. Then there are external stressors -- the job by its nature puts officers in contact with violent people and dangerous situations. There are many areas of conflict that can arise. These might include interpersonal conflict that arises when there are differences between two people, power conflict when people seek to maximize their power at the expense of others, and values conflict, where the values of people differ in a way that creates opposition. There are many environmental conflicts as well -- external pressure from the city (who runs the department) or from the media, or members of the community. Consider the pressure put on members of nearby Ferguson Police Department -- the external environmental pressure can be intense…...

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References

Rau-Foster, M. (2016) Conflict in the workplace. Workplace Issues. Retrieved May 9, 2016 from  http://www.workplaceissues.com/arconflict/

Conflict in the orkplace
orkforce within organizations, whatever the level, constitutes one of the most important resources within such environments. Harmony among the human resource and shared vision among employees is one mandatory factor in ensuring that goals are appropriately met. Conflict if however, one inevitable occurrence in the workplace and organizational leaders has to deal with it appropriately (Flagan & Craig 8). Conflict in organizations neither occurs nor happens in a vacuum. Usually, there are some underlying issues which instigate the conflicts either between workmates or teams. Fortunately, the capacity of conflict management can help in such situations and even turn the organization into a better place. This can be achieved either through preventing the conflicts or resolving them. Personally, I have been in a conflict situation within the office; a state which was handled appropriately by the management but would however been avoided had appropriate prevention structures been constituted.

Causes…...

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Works Cited

Alberta Employment and immigration, let's talk: a Guide to Resolving Workplace conflicts, Alberta: government of Alberta, Department of Employment and Immigration, 2007

Flagan, Tim. A & Runde, Craig.E, Hidden Potential: Embracing Conflict can Pay Off for Teams in, Leadership in Action, 28(2), 2008

Workplace Conflict Management
The modern business environment comprises individuals from different nationalities, racial and ethnic backgrounds because of increased globalization and rapid technological advancements. As a result, human resource management practices in today’s business atmosphere have incorporated diversity as a crucial component towards promoting the wellbeing and success of the workforce. Diversity is seen as an important factor in enhancing the contributions of the workforce toward achievement of organizational goals and objectives. However, organizations are faced with the need to handle conflicts effectively because of the diverse nature of the workplace and workforce (Oni-Ojo, Iyiola & Osibanjo, 2014). Therefore, workplace conflict management has emerged as an important factor toward promoting the suitable functioning of the workforce. Effective workplace conflict management requires understanding the causes and impacts of conflict and utilizing appropriate strategies to lessen unnecessary conflicts and/or deal with them.

Causes and Impacts of Workplace Conflict

According to Overton & Lowry (2013), workplace…...

Workplace Conflict and Injustice: Mediation Options
It’s difficult to discuss an employee dispute or issue of recent times without thinking of the #timesup and #metoo movements. While these movements have been most visible in Hollywood, they definitely impact women in every industry and workplace scenario. More and more women are refusing to be silent when it comes to dealing with sexual harassment and related toxic behaviors in the workplace—and they shouldn’t have to be. This paper will examine an instance of employee conflict that occurred not within the entertainment world, but within an adjacent industry—the lifestyle and sports apparel industry, concerning one of the giants in the field—Nike.

The problems at Nike involved inappropriate behavior in the workplace, sexual harassment, and even sexual assault. Women within the company detailed workplace violations such as, “ There were the staff outings that started at restaurants and ended at strip clubs. A supervisor who bragged…...

Conflict in the Workplace
One of the things that makes us human is our need and ability to form groups. We thrive in groups, merge into groups, and even the process of civilization and moving from hunter-gatherers to cities was part of group behavior. owever, when groups form, any number of interesting psychological issues occur: behaviors change, organizational issues occur, bonds and alliances are formed and lost, and even individual leadership behaviors change (Johnson and Johnson, 2008). Whether it be individuals, small groups, or large groups -- sometimes behavioral issues arise that cause conflict. Breaking one or more of these rules, however, or disagreeing with them to the point where it becomes unbearable or makes the group ineffective then becomes "conflictual" (Corey, 2008, pp. 149-51). This conflict happens in most cultures and some time or another. We see it in animal behavior as internal aggression. In some human cultures, while the…...

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HR:

Let the record show that I am James X., Human Resource Manager for Zycon Corporation, a privately held corporation located in the City of Brisbane, Australia. Today is the 28th of June, 2011, and we are meeting with Mr. B., an employee of Zycon since March, 2001. Mr. B. has steadily worked his way up from a process worker to a section Forman since Spring 2008. Our meeting today is the result of a letter sent by Mr. B. demanding a review of a recent hiring decision made for Factory Manager. According to Mr. B's letter of June 10, 2011, Mr. B. feels that he did not receive the desired position promotion because of "discriminatory and unfair" labor practices, especially those from the Operations Manager. Reviewing the situation we find the following:

In April, 2011, due to corporate growth and efficiency studies, Zycon Corporation created a new position for our Brisbane Factory -- that Zycon believed it necessary to have an overall person who would be

Building Trust and espect through Constructive Conflict esolution

One of the most significant advantages of genuine conflict resolution (i.e. through effective communication, validation, and specific methodologies that address underlying causes of conflict) in the workplace is that it typically generates increased mutual respect and trust among coworkers (Blair, 2003; Kinicki & Williams, 2005; Wisinski, 1993). Whereas superficial (i.e. supervisor-imposed) solutions to isolated conflicts tends only to resolve those specific conflicts in the short-term, more in-depth resolutions can eliminate conflicts at a more fundamental level by addressing and actually resolving the underlying sources of those conflicts in principle (Blair, 2003; Kinicki & Williams, 2005; Wisinski, 1993).

The problem is that isolated, superficial, and primarily operational solutions that focus only on the outcome of the negotiation do not address the respective sentiments of the individuals involved (Kinicki & Williams, 2005). Conversely, when more thorough solutions address the underlying issues at the root of conflicts…...

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References:

Blair, G. (2003). Groups that Work. Washington, DC: IEEE Press.

Daft, R. (2005) Management. 7th Edition. Mason: Thomson South Western.

Kinicki, a. And Williams, B. (2005). Management: A Practical Approach. New York:

McGraw-Hill.

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 of unproductive conflict. " (Landau, Landau, and Landau 9)
An example given by Landau et al. illustrates this important point. The authors describe a situation where each individual working in a museum visualized the aims and goals of the institution differently.

One visualized the museum as primarily an educational institution, whereas the other saw its primary goal as entertainment. The business of the museum could not be carried out without the collaboration of these two officers, but unfortunately the difference in their…...

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Figure 1. Numbers of Unauthorized Foreign-Born in the United States, 1980-2005

Source: ( http://www.prb.org/Template.cfm?Section=PRB&template=/ContentManagement/ContentDisplay.cfm&ContentID=13774 )

Another factor to consider is that globalization has also increased the national and cultural diversity in the workplace. (Landau, Landau, and Landau 22) "People of different cultures, genders, ages, and professions may have different attitudes toward work and family, equality

Employee Relations Manager: Critical Roles and Challenges in Organizational Success

1. The Role of the Employee Relations Manager in Fostering a Positive Work Environment

Employee engagement and motivation strategies: Examining how employee relations managers design and implement initiatives to enhance employee satisfaction and productivity.
Conflict resolution and mediation skills: Analyzing employee relations managers' techniques for resolving workplace conflicts and maintaining harmonious work relationships.
Communication strategies for effective employee-employer interactions: Exploring the communication channels and methods used by employee relations managers to facilitate open and constructive dialogue with employees.
Diversity and inclusion initiatives: Assessing the role of employee relations managers in promoting....