Cardenas, Lyka Maureen B.

BS HRM 4A1-3 “HOM”

Ms. Sabordo, Kristin

“Article or issue about employee vs. company dispute”

Employee conflict in the workplace is a common occurrence, resulting from the differences
in employees' personalities and values. Dealing with employee conflict in a timely manner is
important to maintaining a healthy work environment. Managers should understand the
common causes of employee conflicts, so that a solution is found before the issues become
unmanageable.

1. Poor Communication.
- Is one of the main causes of conflict between employees in the workplace. This can
result in a difference in communication styles or a failure to communicate.
2. Difference in Personalities
- Employees come from different backgrounds and experiences, which play a role in
shaping their personalities. When employees fail to understand or accept the
differences in each other's personalities, problems arise in the workplace
3. Different Values
- When employees fail to accept the differences, co-workers may insult each other's
character and experiences. When insults occur, the conflict intensifies until the right
solution is offered and accepted.
4. Competition
- Is a cause of employee conflict. Some industries foster competitive environments
more than others. When salary is linked to employee production, a workplace may
experience strong competition between employees.
Coñejos, Sherra

“Article or issue about employee vs. company dispute”

 One of the skills a manager needs to possess is conflict management. While it is helpful to
know how to deal with a confrontation when it arises, it can be more efficient to manage
conflict when you understand its major causes. If you are able to identify the causes of
conflict, you can use pre-emptive measures to try to prevent it from happening.

1. Lack of Information
- Conflict can arise when one party feels it lacks important information, according to
the Free Management Library website. When employees are continually
experiencing changes that they were not informed about, or if there are decisions
being made that the staff feels it should be involved in, this can bring about conflict
between employees and managers.
2. Lack of Resources
- If employees feel there is a lack of resources needed to do their job, competition will
arise among employees for the available resources. The employees who are unable
to obtain what they need to perform their duties will begin to blame management for
the lack of necessary resources.
3. Personal Relationships
- A work environment can be a stressful place, and it can be made worse when
personal differences begin to develop between employees. Of the major causes of
workplace conflict, personal relationships can be particularly counterproductive,
because problems may be generated both at home or in the office.
4. Incompetent Management
- Incompetent managers can create conflict in the workplace. A manager who does
not understand the job tasks of his subordinates, or is uninformed about the job
duties that each employee is supposed to perform, can be responsible for tension
and conflict in the workplace. Employees who lose confidence in managers due to
inconsistent decisions or bad planning can also become a source of conflict.
Rafaer, Rom Everson

“Article or issue about employee vs. company dispute”

In any situation involving more than one person, conflict can arise. The causes of conflict range from
philosophical differences and divergent goals to power imbalances.

Accommodating

The accommodating strategy essentially entails giving the opposing side what it wants. The use of
accommodation often occurs when one of the parties wishes to keep the peace or perceives the
issue as minor.

Avoiding

The avoidance strategy seeks to put off conflict indefinitely. By delaying or ignoring the conflict, the
avoider hopes the problem resolves itself without a confrontation.

Collaborating

Collaboration works by integrating ideas set out by multiple people. The object is to find a creative
solution acceptable to everyone. Collaboration, though useful, calls for a significant time commitment
not appropriate to all conflicts.

Compromising

The compromising strategy typically calls for both sides of a conflict to give up elements of their
position in order to establish an acceptable, if not agreeable, solution. This strategy prevails most
often in conflicts where the parties hold approximately equivalent power.

Competing

Competition operates as a zero-sum game, in which one side wins and other loses. Highly assertive
personalities often fall back on competition as a conflict management strategy. The competitive
strategy works best in a limited number of conflicts, such as emergency situations.
“Article or issue about employee vs. company dispute”

Discussion

Often, conflict arises simply due to a lack of communication. If you feel that your employees are
having conflict because they are not talking with each other, set up time for a discussion. Encourage
the employees to talk through the problem,

Written Communication

If an issue has escalated or one of the employees has a hot temper, written communication may be
a more effective way of breaking down the wall and resolving conflict.

Mediation

Sometimes, two individuals in a conflict simply can't work it out together without the aid of third party.
If your workers' conflict has escalated to the point where outside intervention is necessary, set up a
mediation session. Train a staff member in the art of mediation. Allow this staffer to sit down with the
feuding individuals and assist them in working through their problems in a productive manner.

Compromise

Ask each person to give a little and take a little by arranging a compromise between the two. Ask
both of the members to come to your offer and talk the problem through with them, presenting
potential compromises and allowing them to mull these options over.

Voting

If you simply must put a conflict to bed, voting can be an effective method.