Handling Conflict, Politics, Employee Discipline, & Negotiations

Conflict defined… Conflict: “A process in which one party consciously interferes in the goal-achieving efforts of another party.” (p. 389) Natural phenomenon of organizations Resources are scarce and people are willing to fight over them Organization members have different goals People in organizations don’t see things a like

Where Do Conflicts Come From? Conflict come from: Communication differences Conflicts arising from misunderstanding and different meanings attached to words Structural differentiation Conflict arising from disagreement over goals, decision alternatives, performance criteria, or resource allocation Personal differences Conflict arising from differences in the following factors: Background Experiences Education/training

How Do You Manage Conflict Conflict Management “The application of resolution and stimulation techniques to achieve the optimum level of departmental conflict.” (p. 391) Resolution Techniques: Avoidance Accommodation Forcing Compromise Collaboration

Five Conflict Resolution Techniques Avoidance Best technique to use when conflict is trivial, emotions are running high, & where time can help Can be seen as a “Cop-out” Accommodation Maintaining harmonious relationships by placing another’s needs & concerns above your own. Forcing Supervisor satisfying his/her own needs at the expense of the other party by using formal authority Compromise Requires each party to give up something of value Collaboration Creating a “Win-Win” solution

How To Choose Appropriate Resolution Technique

Is All Conflict Bad? Conflict has a positive side and can stimulate the following: Creativity Innovation Change

How to Stimulate Conflict Use communication Induce conflict by using rumors and ambiguous messages (President of the U.S.) Bring in outsiders Hiring or transferring in employees whose backgrounds, values, attitudes, or personalities differ from those of present members. Appoint a Devil’s advocate A person who purposely presents arguments that run counter the majority opinions Restructure the department Realigning work groups, centralizing decisions, and increasing formalization to disrupt the status quo

Organizational Politics Politicking: “The actions you take to influence or attempt to influence the distribution of advantages or disadvantages within an organization” (p. 397)

Can You Play Politics & Be Ethical?

The Disciplinary Process

Types of Discipline Problems You Might Face Attendance Most frequent disciplinary problem On-the-job behavior Insubordination, horseplay, carelessness, etc… Dishonesty Lying, cheating (destroys employee’s credibility) Outside Activities Outside criminal activity (domestic dispute, etc…)

Laying the Groundwork for Discipline Advance Notice “The best surprise is no surprise” Inform employees should be informed of what is expected and the consequences if they fail to meet expectations Proper Investigation “Innocent until proven guilty” Supervisor or third party should conduct full investigation of situation before discipline is issued

Making Discipline Progressive “Hot Stove Rules” Immediacy Advanced Warning Consistency Impartiality The end