An organization might be forced to deal with discrimination issuesthat can undermine the likelihood of the management reaching itsgoals quite on time. For instance, the discriminatory conflicts canbe caused by the personal prejudices that will make a certainemployee feel like he or she is being mistreated. In this case, thelack of agreement between employees will most likely result in moreproblems. The organization can end up facing more challenges whenthey fail to agree on a proper way of solving their issues. When thestrategies fail, the management should intervene and make sure thatthey have solved their differences so that they can deal with thetasks that the organization needs to fulfill. Solving the conflictwill be quite convenient in tackling the objectives that theorganization is facing. First, the increased understanding betweenthe two parties will give them the insight they need while dealingwith their challenges. Their disagreements will prevent them fromworking together, which will be detrimental to the success of theorganization. However, when they have the necessary group cohesion,the chances of dealing with their tasks efficiently will be muchhigher. A proper group needs mutual respect and everyone should havefaith in what the other individuals are doing. The lack of trustamong the members means that they will have a difficult time tryingto interact and understand each other. Discriminating a minority bygiving him the menial tasks showed that they did not have enoughknowledge on the process of allocating tasks to the other members ofthe team. Hence, they are supposed to sharpen their focus and rely onthe organizational manual to decide how they will handle some ofthese problems. Their agreement will facilitate the likelihood ofachieving their goals quite easily without any difficulties instead.In summary, the intervention should be facilitated to save theorganization from any losses that they might experience. This essaywill evaluate how team building, a win-win negotiation, and a thirdparty peacemaking intervention can assist them in tackling theconflict that the organization will be facing.
A minority employee that is working with an organizational team mightoften get the menial tasks in the group. The employee might interpretthe scenario as discrimination because he is a minority the otherteam members believe that he deserves some of the less crucialresponsibilities. In the process, the person might even harborresentment and believe that the other team members do not love hispersonality. He might decrease his productivity or even engage in averbal confrontation where he will tell the other team members of theway that they have been treating him. The scenario shows a conflictin the workplace and the need to initiate a strategy that will helpthe employees in solving their issues. More important, the challengesare a result of the individual differences that make the minorityfeel like he is not being appreciated. In this case, he feels likethe other team members have devalued his position and he is seekingthe respect that he deserves. He believes that he can get what hewants when he demands equality and ask the management to end thediscriminative policies instead.
First, various approaches can be used in handling the situation thatthe organization is facing. The strategies applied can have differentsolutions, but, they will aim at creating greater understanding andpaving the way for more equality as well. The team building approachcan be quite efficient in ensuring that the other team members hearwhat the victim has to say. In this case, the victim will reveal thespecific issues that seemed oppressive and the management and theother members will consider how they can initiate a correctiveapproach (Griffin & Moorhead, 2014). Team building also allowsthe various members to engage in activities that will unite them andprevent any differences from interfering with their interaction. Forinstance, engaging in a camping or any outdoor activity can assistthem in appreciating each other and forgetting any issues that mighthave undermined their relationship (Mind tools, n.d.). Clearly, thevictim seems threatened and he will not work with the other teammembers when they keep assigning him some menial jobs. Given that hehas the necessary qualifications and experience, he feels like he canwork on anything. The other members of the team are supposed tolisten to what the accuser says since they are the ones that engagedin some of the inappropriate activities (Halperin, 2014). The issuewill not focus on securing victory rather they should look at howthey can identify alternative options that will assist them indealing with their challenges. In fact, a team will work efficientlywhen all the members understand each other and can work togetherwithout looking at the specific differences. The team buildingapproach will assist the members in listening to each other andidentifying the concerns that they might have.
A win-win negotiation is another approach that can assist them inreaching the common goals and reducing the tension between them.First, the strategy often allows the two groups to resolve the issuesas a team. The two sides will meet and sit on the both sides of thetable and engage in a discussion that will pinpoint the challengesthat they are facing. Mostly, they are encouraged to have a win-winattitude that will assist them in reaching a common goal thatconsiders their interests (Griffin & Moorhead, 2014). Moreimportant, it can even be used in mediation since a third party willfacilitate the discussion while ensuring that everyone sticks to theoutcomes. It also complies with the requirements of a formal dispute,and they will be focused on reaching the resolutions that will givethem a chance to improve their relationship. The win-win negotiationdoes acknowledge the role that each party plays and they will beconsulted in ensuring that they reach a quite appropriate solution(Griffin & Moorhead, 2014). In this case, even the other teammembers will reveal why they gave him the menial jobs even if he hasthe necessary skills to perform the same tasks they were undertaking.Their explanation will be quite convenient in ensuring that thediscussion was on the right path and everyone was involved in theprocess of finding the right way of solving the conflict and ensuringthat they minimize their differences (Mind tools, n.d.). Agreeing ona single way of dealing with their issues will be a perfect way ofending their differences and improving their relations too.
Third-party peacemaking can end up being productive in a bid to seekthe right outcomes. First, the tension between the two groups mightbe high, and the intervention of a neutral party is the only way thatcan be helpful in reducing the severity of the consequences that theyare facing. In particular, the organization depends on theproductivity of the team in reaching its goals, and anything thatinterferes with the performance should be controlled immediately.More important, the two parties have ignored the rules andregulations that govern how everyone should get the tasks that theywill be working on (Griffin & Moorhead, 2014). For instance,everyone needs to deal with specific jobs that match with his or herskills in the organization. Hence, the third-party introduced willrevisit the regulations created by the organization and highlight howthe situation was handled (Fisher, 2016). The third-party canidentify the mistakes that the other ones did in giving him themenial jobs. The insights will also provide a way that they aresupposed to use in dealing with such situations in the future toavoid the same mistakes from repeating. Their conflicts have clearlyinterfered with the way they work and correcting such mistakes willtake a considerable time that could have been invested in otherproductive activities. Hence, the third-party will assert on thetasks being divided equitably among the team members (Griffin &Moorhead, 2014). They should avoid any scenarios that are against theprinciples that the company upholds. The other partners shouldpromise that they will not engage in such issues in the future. Thefact that the agreement will be authorized by a third-party will helpthe group to identify their mistakes and acknowledge that they reallydo need to make a change in their behaviors to ensure that theorganization stays on the right path.
In conclusion, the win-win negotiation, third-party peacemaking andteam building can help the two parties get along. In this case, thevictim felt like the other team members had given him some menialtasks while they dealt with the more superior jobs. From thescenario, he thought that they were discriminating him because he wasa minority that did not have any rights. He felt violated and wantedthe management to stop such issues that undermined his self-esteem.Adopting the different conflict strategies will be quite helpful inlooking at the issue and providing the necessary intervention toassist them in dealing with their challenges. The team building willensure that the accuser works with the other members in some outdooractivities and their collaboration will make them understand eachother. The informal interaction can also initiate trust and the needto resolve their differences without any difficulties. The win-winnegotiation will allow them to channel their frustrations andconcerns with the situation and identify a solution that can guidethem towards the right direction. Lastly, even the third-partypeacemaking will provide a person that is neutral and knows how tohandle the scenario. Seeking the solutions to their challenges willbe appropriate in ensuring that they stay together and combine theirefforts in making the organization a better working place.
Fisher, R. J. (2016). Third party consultation: A method for theStudy and Resolution of Conflict. In Ronald J. Fisher: A NorthAmerican Pioneer in Interactive (pp. 37-71).Springer International Publishing.
Griffin, Ricky. & Moorhead, Gregory. (2014). OrganizationalBehavior: Managing People and Organizations. Mason: CengageLearning.
Halperin, E. (2014). Emotion, Emotion Regulation, and ConflictResolution. Emotion Review, 6(1), 68-76.
Mind tools. (n.d.). . Retrieved 5 April2017 fromhttp://www.qualitywriters.net/pa/project-view?dtt[project]=4992500
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