Conflict Management Assignment 1443

Running head: CONFLICT MANAGEMENT 1
Conflict Management Assignment
Aadil Nullwala, Gaganjot Singh, Gurinder Singh
Marion Fowler
HR 232 B02 Organizational Behavior
Friday, March 29, 2019
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CONFLICT MANAGEMENT 2
Table of contents
Description of the conflict …………………………………………………………… 3
Escalation of a conflict ……………………………………………………………… 3-4
Sources of conflict …………………………………………………………………… 4-5
Difference between functional and dysfunctional conflict…………………………… 5
Methods used to resolve the conflict ………………………………………………… 6
Summary of the work performed by the members…………………………………… 6
Conflict Management Assignment
Description of the Conflict:
A personal conflict involves a conflict between two people, most often from a mutual
dislike or personality clash. In our video, there is a personal conflict between two employees,
where one employee is trying to focus on his work assigned to him by the management whereas
other employee is creating mess and is distracting the other employee from doing his work. It is
very true that there is a basic incompatibility between the authority and structure of formal
organizations and the human personality. Human behavior is inseparable from the culture that
surrounds it. When working in a company, you need to cooperate and be responsible for what
tasks are been given to you. In our video, when the senior employee gave the task to his sub-
ordinate, he forgot to do that and instead of making apologies, he starts creating mess and
making arguments with the senior. He acts as a rude and very tough personality to handle by
anyone, which he later describes it as his lifestyle. This type of behavior is unacceptable when
working in an organization, but this can be improved with proper communication and co-
operation.
Escalation of a Conflict
Conflict escalation is a gradual regression from a mature to immature level of emotional
development. The psychological process develops systematically in a reciprocal way to the way
we grow up. In other words, as conflicts escalate through various stages, the parties show
behaviors indicating movement backward through their stages of emotional development. Even
good relationships have moments of conflict. These can only be resolved with great care and
mutual empathy. If a solution is not found, especially because one of the parties sticks
obstinately to his or her point of view, the conflict escalates. In our conflict management video,
our conflict started escalating when one employee was not taking any strict actions against the
other employee who was creating mess and distracting him in every way possible. Even when
the manager came in the office of the two employees in the initial stage of conflict, he asked
them about the mess created in the room, and at that time the employee who was facing all this,
didn’t report any incident and keep ignoring the issue whereas the other employee acted as
nothing was wrong and he didn’t committed anything. From that point, the conflict started
escalating. If it was brought under the concern of management at the initial stage, it might have
resolved in the very beginning and it might have not led to any violent act between the two
employees.
Sources of Conflict
 Interpersonal: Interpersonal conflict is the most apparent form of conflict for workplace
participants. It is easy enough to observe the results of office politics, gossip, and
rumours. In addition, language and personality styles often clash, creating a great deal of
conflict in the workplace. The strong drive for work related achievement in some
participants can clash with participants who do not emphasize work-related success in
their lives. This was the case with our conflict. The personality style of the employee who
was creating indiscipline was not bearable by the senior employee as that behavior was
completely against the rules and regulations of an organization
 Organizational: seniority/juniority and pay equity conflict. Conflict can arise over
resource allocation, the distribution of duties, workload and benefits, different levels of
tolerance for risk taking, and varying views on accountability. The conflict escalated
more when the senior employee gave the data of sales report to other employee to just re-
check and make necessary corrections and he forgot to go through the report and acted as
an irresponsible employee.
 Miscommunication: There is miscommunication, which leads to unclear expectations.
The employees didn’t have a good communication between both which led to this
conflict.
 Personality clash: this was one of the main sources for the conflict between the two
employees. The personality of one employee was outgoing, talkative and spontaneous
whereas other one was serious, quite and focussed on his work.
Difference between Functional and Dysfunctional Conflict
 Functional conflict is healthy, constructive disagreement between groups or individuals.
 Dysfunctional conflict is conflict that leads to a decline in communication or the
performance of a group. Dysfunctional conflict can be an overabundance of conflict or a
lack of enough motivating conflict.
 In our video, the conflict was dysfunctional because the conflict was creating unhealthy
disagreement between two people. For instance, one employee was making a mess of the
things; subsequently the other employee’s focus was disturbed. There was no such thing
in the conflict that might have led to the betterment of the organization as one employee
continue to disrespect the other employee.
Methods Used to Resolve the Conflict
 Initially, one of the employees was getting distracted and hence he used the strategy of
avoiding, which means ignoring or minimizing the importance of the issues which were
creating the conflict.
 Later, when the situation was going out of the hands of the employee, the matter was
brought to the authorities and later, the two employees were called for a meeting with the
manager of the company.
Then, the manager used skill like, communication and co-operation in order to solve the conflict.
Summary of work performed by each team member:
Aadil Nullwala – He developed the idea for the conflict, he made arrangement related with the
video, such as, arranging camera, shooting.
Gurinder Singh – He acted as the irresponsible employee in the video, Managed the workload
with the other team members and helped preparing the report.
Gaganjot Singh – He acted as a focused employee, helped in preparing the script for the video
and also helped in making the report.
 All the members performed their job as expected. We were happy as a team.
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Running head: CONFLICT MANAGEMENT 1

Conflict Management Assignment

Aadil Nullwala, Gaganjot Singh, Gurinder Singh

HR 232 B02 Organizational Behavior

Friday, March 29, 2019

Description of the conflict …………………………………………………………… 3

Escalation of a conflict ……………………………………………………………… 3-4

Sources of conflict …………………………………………………………………… 4-5

Difference between functional and dysfunctional conflict…………………………… 5

Methods used to resolve the conflict ………………………………………………… 6

Summary of the work performed by the members…………………………………… 6

Conflict Management Assignment

Description of the Conflict:

Conflict escalation is a gradual regression from a mature to immature level of emotional

completely against the rules and regulations of an organization

 Miscommunication: There is miscommunication, which leads to unclear expectations.

Difference between Functional and Dysfunctional Conflict

 Functional conflict is healthy, constructive disagreement between groups or individuals.

 Dysfunctional conflict is conflict that leads to a decline in communication or the

performance of a group. Dysfunctional conflict can be an overabundance of conflict or a

lack of enough motivating conflict.

continue to disrespect the other employee.

Methods Used to Resolve the Conflict

creating the conflict.

manager of the company.

Summary of work performed by each team member:

video, such as, arranging camera, shooting.

and also helped in making the report.

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