The conflict at stake involves a female employee who perceives that she has been sexually harassed by a colleague. Ana Mendez has reported to the employee relations that Ellis Wilson has used suggestive words as well as invading the privacy her privacy. On the other hand, Elvis believes he is innocent, and none of his actions targeted to trigger a sexual relationship. The conflict at stake is unique given the fact that it stems from a misunderstanding and underestimation. One Anna misunderstood Ellis intentions as well as a choice of words. Elli underestimated his choice of words and actions towards Ana.
Type of conflict
This type of conflict can be categorized as interpersonal conflict (Nastase, 2007). This type of conflict often manifest in various forms and may be caused by different factors. The triggers of interpersonal conflict in an organization may include competing interests, divided opinions, misunderstanding, conflict of the process and emotional conflict among others. In this case, the main cause of conflict has been established to be a misunderstanding. It can further be stated that the interpersonal conflict is a relationship conflict characterized by incompatibilities among employees in the same team.
Conflict resolution techniques
Different approaches can be adopted to solve the conflict at stake. The options include avoiding solving the conflict and leaving the burden to the conflicting parties, accommodating, compromising, forcing, collaborating and confronting (Verma, n.d). These are two employees who the organization expects to reconcile and restore the spirit of teamwork.
Collaborating will be one of the conflict resolution strategies that will be instrumental in solving this case. On collaboration, the two parties will be allowed to present their side of the story to a neutral person. This will pave the way for multiple viewpoints which will allow both parties to understand the main cause of misunderstanding. Also, the two parties will have an opportunity to understand what they should have done in the first place to avoid such a conflict from emerging. This is a soft approach that will help avoid souring the relationship between the two employees but rather provide a unique avenue for commitment and consensus.
Confronting and problem-solving is an option that will not be overlooked in this case. It is evident that professionalism might have been breached at one point or another with Ellis as the main victim. As much s it will be prudent to assume that he was only trying to be nice to a colleague, Ellis should be confronted with the choice of actions he made. Ellis should be asked to ask for forgiveness personally and explain the reasons for behaving in such a manner. The two will then be required to respect professional boundaries. It will also be necessary for Ellis and Ana to agree to work together as a team for both personal benefit and organizational benefit.
Conflict resolution strategy
The conflict resolution strategy to be adopted in the case of Ana and Elis will involve three main stages as recommended by Omisore and Abiodun (2014). The first stage will be the identification of the specific elements of conflict which in this case are the actions that agitated Ana. The second stage will involve transformation which is the action of orienting both parties to the actual situation or expectations. Both parties are required to understand the viewpoints from the other side as well as the position of the mediators. The third and final stage will be a generation of the solution. In this case, the two parties will not be forced to accept a fixed decision but will rather be exposed to what is right and expected versus what is wrong and condemned.
In the resolving the conflict between Ellis and Ana, it is critical to note that there will be no disciplinary action. The triggers of the conflict are not sufficient to call for such measures. However, the two parties will be required to review the organizations mission, vision, objectives, and expectations.
Nastase, M. (2007). Types of organizational conflicts. Review of International Comparative Management, 8(4), 80-89.
Omisore, B. O., & Abiodun, A. R. (2014). Organizational Conflicts: Causes, Effects, and Remedies. International Journal of Academic Research in Economics and Management Sciences, 3(6), 118-134.
Verma, V. K. (n.d). Conflict Management. Retrieved from https://www.iei.liu.se/pie/teio12/allmanna_filer/1.171778/conflManagementVerma.pdf
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