Organizational Behaviour for Personalization - MyAssignmenthelp.com

Question: Discuss about theOrganizational Behaviour for Personalization and Cognition. Answer: Background of Conflicts Conflicts are the worst thing, which an organization can experience. A conflicting workforce makes things tougher for the management on deciding some important things for the company. Nevertheless, conflict at the workplace is a hidden enemy to the teamwork, which indeed is an integral part of any big success. The main purpose of this assignment is to evaluate the given case study based on different conflict stages and providing the relevant techniques to resolve the issues (Huan Yazdanifard, 2012). Conflict Model Stages There are five stages involved in conflicts at the workplace such as follows: Potential opposition Personalization and cognition Intentions for conflict handling Behaviour Outcomes The potential opposition is well evident in someones practices. A good observer or someone working in collaboration with such people can well have an idea of the conflicts. Personalization is something in which the observer feels the conflicting actions. Conflict handling intentions are those, which encourages its possessor for compromising with the unwanted or the unexpected things. The fourth stage is about showing expressions or feelings to the conflicts. The last stage of conflict is the outcomes, which encourage for the conflicts on the lower than anticipated results (Goldman Shapiro, 2012). Types of Conflicts in the Case Study The given case study shows three kinds of conflicts such as personalization, Behaviour and Outcomes. Personalization is revealed when Elaine developed an impression tat Jerry is trying to escape from the critical task and living all those to Elaine. Behaviours is expressed when Elaine complained about Jerry to her direct manager, which is nothing but showing anger on the conflicting nature of Jerry. It is also evident when Jerry complained about Elaine to the HR Director stating that Elaine was rude to him from the very first day. The outcomes are evident when both refused to work together and are anger over one another (Runde Flanagan, 2012). Five Techniques for Handling Conflict The critical situation, which is majorly the production of poor communication in between Elaine and Jerry, it is very difficult to propose solid counter solutions for the conflicts. However, some of the following solutions can well try and provide necessary relieve to the concerned problems: Listen to both the employees and then say something Be impartial to both Elaine and Jerry Promoting teamwork Addressing the resolution to the identified conflicts Taking consent of other responsible associates of the company The resolution can be attained if the direct manager approaches to both Elaine and Jerry and listen to them carefully for analyzing the issue. However, the manager is required to be impartial on making any important decisions. It should only be for the betterment of company. Promotion of teamwork is another solution, which the manager can use. The conflicts should never be ignored as the direct manager did it when Elaine approached for complaining against Jerry. The manager should also take useful consent of other associates of the company as the might put forward some important solutions (Raines, 2012). References Goldman, B., Shapiro, D. L. (2012).The psychology of negotiations in the 21st century workplace: New challenges and new solutions. Routledge. Huan, L. J., Yazdanifard, R. (2012). The difference of conflict management styles and conflict resolution in workplace.Business and Entrepreneurship Journal,1(1), 141-55. Raines, S. S. (2012).Conflict management for managers: Resolving workplace, client, and policy disputes. John Wiley Sons. Runde, C. E., Flanagan, T. A. (2012).Becoming a conflict competent leader: How you and your organization can manage conflict effectively. John Wiley Sons.