Conflict At Work Assignment Sample
Here’s the best sample of Conflict At Work Assignment, written by the expert.
Introduction
Employment Relationship is a legal term that is being used by companies in order to indicate the relationship between the employee and that of the employees. This relationship arises at the time a person works under a particular situation or condition in exchange for remuneration. The entire essay deals with a different set of theories that are based on the employment relationship that occurs in an organisation. In every organisation, irrespective of its size pressure evolves in every segment and due to difference in diversity and culture conflicts occur. Different theories and examples in context to capitalist work in the organisation will also be mentioned in the essay. Various theories including the Marxists and radical will be discussed in details in relation to employees in the essay. On the basis of these conflicts and the different pressure that merge in the relationship of employees, the entire essay will be completed.
Discussion
Employee Relations and engagement
Employees come from different background of sand culture. Diversification is known to be one of the most vital elements that are known to be creating a large number of conflicts in the company. Nowadays these conflicts are seen to be raised due to the change in the culture and background of the employee. A large number of people are seen to be conflicting in organizational procedures. It is important for the part of the employers to keep a better relationship between the employees and that of the employers. If this relationship is not bridged in a better amount then it becomes critical to handle (Greer and Doellgast, 2017). A strategic definition is being defined by the ER involved in the context of the relationship between managers and their employers. It is the duty of the managers to make sure that a better employee relationship is being maintained. This helps the companies to remain positive thereby eliminating all the negative environments that inculcates within the firm.
According to Thompson and Ackroyd (1999), mentioned about the prevalence of resistance and misbehaviour that prevail within the company. They also argued upon the fact that these are prevailing due to the perception and difference in the thinking process of employees. On the other hand, the theory derived by Kelly (1998), mentioned that Resource Mobilization is a theory that illustrates a different process that is used for gathering resource with the help of various machines. This theory is used to study a different set of social movements and also argues about the social success factors of the social movements depending upon these resources (Darlington, 2018). These resources include money, time, skills and other others. Nevertheless, it is the responsibility of the managers to make sure that all the resistance that is prevailing within the company among all the employees are resolved. If these conflicts are tension is resolved then the companies might be in huge amount of loss (budd, 2020). The entire management department needs to function in such a way that transparent and clear communication is being there between all the employees. Proper communication needs to be formulated in order to make sure that employees are working with well effective collaboration among themselves. It is the duty of the employers to make sure a better bridge between their relationships is being maintained in context to all the employees. No breakdown should be formed in the organization. In a diversified environment, these conflicts generally occur. The main reason behind the culmination behind these conflicts is due to the fact that different people come from various backgrounds, culture creed, race and others (Fudge, 2017). On the contrary, it is seen that stereotypes are one of the agents that prevails within the company in a larger amount. Many constructive set of debates are being done on employee relationship.
Theories on employment relation
The four main important theories in context to employment relation include Marxist, Radical, Pluralist and Unitarist. Accounting to Unitarits theory booth employee and employers are interdependent on each other. It also mentions about the fact a company need proper support from the side of the employees for progressing itself in the market. This theory also reflects the fact that different employees have a different mindset and there support the company differently. The theory highlights the company betterment and different concepts in representing the different processes among the people. Companies are more likely to engage themselves towards maintaining a healthy relationship with all the employees of the company (Greer and Doellgast, 2017). This helps to bring in a better and stronger relationship among all. On the other hand, Pluralist theory focuses more on the functionalities and different processes for trade unions and proper management. It helps to strengthen, legitimate, and create effective value for collective bargaining.
Moreover, the theories are helpful for identifying the different processes in regards with social-economic concepts and beliefs. For organisational development, theories are helpful regarding employee relations and company development in any complex situations (Fudge, 2017). It is believed that people those tend towards acting in pluralists form finds the organization within management and unions to be legitimate. Marxist theory is a set of philosophy that explains the entire method for socioeconomic thereby helping to have resolved all the socioeconomic conflicts among employees (Smart Oruhet al. 2018). This is done to make sure that a better relationship is being maintained for increasing the overall morale of the employees. It clearly mentions about the fact that if better relationships among the workforce are maintained then it helps the company to run and achieves all its objectives on time. Therefore, all these theories help to understand how the relationship among employees is crucial and beneficial for the companies.
Conflicts within organization
According to Petriglieri et al. (2019), the organisation is responsible for creating a work environment that can enable people for thriving. Conflicts within the organisation can be defined as constructive or destructive for any organisation. Conflicts arise among individuals and group where the combating situation can arrive in the scenes. Interestingly, the elements are perceived for succeeding in communication and team working. There are several factors such as employment relationship, breakdown in ER, inevitable regarding conflicts, pragmatic role acceptance in the workplace. There are several dimensions such as compliance, withdrawal, cooperation, denial hostility and others. It is significant to identify the work activities over others. Resistance is developed based on a powerful inhibitor that can create employee conflicts in the workplace. The term is considered to identify situations where employee perception can be understood and evaluated. As argued by Fudge (2017), conflicts in work can be considered as an inevitable feature in the capitalist workplaces. It is significant to understand the relations after identifying the features of capitalist work organisation. Conflicts are part of all relationships between the work and individuals. Conflicts are internal discord to occur in different ideas and perceptions of the situation. It is significant to be incompatible with achieving own goals.
It is important to distinguish between the problems and conflicts. Lyskova (2018) has estimated that problems can be conflicts where it cannot be resolved within a short time. On the contradictions, conflicts can be serious problems where it is termed to mitigate to degenerate. It is important to identify the requirements and discussions that can require the situational analysis to discuss the regularity over the employees. In addition, there is another view regarding conflicts that it is considered neutral sometimes. Well-managed conflicts can strengthen the relationship with the employees. It is important to personalise the conflicts from the opinions. Treating other persons can be processed through conflicts and the ways where it is significant to identify the mitigation strategy. Focusing on identifying the conflicts, theoretical concepts can be applied, such as mobilisation theory, employment relation theory and others (Walker et al. 2019). Focusing on individual opinions, the facts are needed to develop the trust and contributions in the scenario.
Capitalism
Modern economies in western society can be organised under the banner of capitalism. The capitalist systemic workplace is controlled over identifying the production, accumulation and competition (Aboobakeret al. 2017). The capitalist system can be controlled to identify the main factors describing the capitalist economy. The capitalist workplace is significant to identify and analyse how interrelation and employee significance can be involved to increase work productivity. Capitalism has struggled to work on specifying the workplace safety and health. It is important to identify the system where it operates in developing workplace health and safety. Capitalism is to minimise the friendliness and flexibility within the workplace. Capitalism has sacrificed to boost employee engagement and majority regarding derivative inequalities such as cultural, economic and political. According to Taşdelen-Karçkay and Bakalım (2017), the capitalistic workplace is significant factors to identify undermined workplace health and safety. In addition, employers can get several opportunities to terminate the employees due to interpersonal conflicts and problems in work productivity.
Capitalism can be defined as free market, competition and property rights in any segments. Within a professional scenario, it is significant to create the contributions and innovation to the market failures (Wang et al. 2020). It can be said that the scenario of the workplace can be developed based on significant flexibility and other features. Treating other persons with respects can be developed based on trusts and judgment within the organisation. Moreover, the elements can be undertaken to understand the conflicts and negative effects on the organisation. Negative outcomes can be involved in stress, scopes and unnecessary employee demotivation within any organisation. Range of measures can be undertaken to clarify the individual conflicts and negative impacts to improve the organisational culture. Making management expectation clear is important factors for an individual regarding the features (Pattusamy and Jacob, 2017). It leads to ensure the occasional conflicts within the boundary of work-related stresses. It is to improve the organisational culture for overall improvement. It is significant to understand the effective decision-making for improving the communication and individualism for the organisations.
Unitarist Theory
In the industrial relations, “unitarist theory” is highlighted to employee and employer’s dependency. In this theory, it is important to highlight the organisational development and loyalty. It believes the loyalty programs to interact, discuss and communicate. As opined by Sitiminet al. (2017), the primary functions can be highlighted to identify the management and integration for employee loyalty. Nevertheless, the managers need to identify the occasional conflicts within the boundary of employees. It is significant to understand the organisational culture on personal grounds. Negative outcomes may include stress and individual expectations to improve the organisational culture. The theoretical impact can be identified, over-explaining the methods and social conflicts as a state of the organisation. Employee relationship is significant to understand the employee relationship and mutual understandings as reasons of conflicted relationship (Aboobaker et al. 2017). Unfortunately, it is significant to understand employee relation in specific terms. Unfortunately, it is significant to build employee productivity over establishing a mutual and loyal relationship.
Marxist Theory
As opined by Ugwu (2017), the concept of Marxist theory is significant to develop philosophical development as stating organisational concepts. The theory is significant to develop a healthy and mutual relationship that is significant to achieve more revenue. Employee relationship has significant aspects of understanding the relationship between conflict and employee context. Reducing workplace conflicts are another part that is significant to understand the positive relationship as creating a peaceful workplace environment. By applying theory, employee conflicts can be improved based on understanding the class scenario and inequality on the scenario. Focusing on understanding the judgment and consequent contributions, it is significant for developing the resolution process within the healthy workplace (Pattusamy and Jacob, 2017).
Radical theory
Radical theory has effectiveness to influence others in social criticism that can be derived based on the social work thoughts. Several scholars have posted working-class revolutions that can be directed in the organisations. Radical theory is used mainly in resisting and community contexts in engaging the power and strengths to be developed based on industrial revolutions. On the other hand, Marxist theory is dealt to develop the class dynamics of capitalism. It deals with inequality from class dynamics whereas radical deals with arguments and scientific contexts in the field (Pattusamy and Jacob, 2017). The radical theory remains focused on managing necessary elements in the company. Marxist generally deals with removing the different set of inequalities that prevails within the organization and on the other hand, the radical approach highlights more on the needs of the organization. Both these theories are essential for the organizations to consider for improving its effectiveness. Moreover, the radical theory is another theory that is beneficial for evaluating employee attachment and improved work. The development is based on identifying the industrial relations to the management of the organisation. It deals with managing and sharing the concepts regarding respecting each other (Weintraub et al. 2019). By applying these theories, it is significant to understand the control and organisational scenarios to mitigate the conflicts.
The people and the organisation can focus on the demands and control of the organisation. Retaining workplace healthy and spontaneous can be helpful regarding a strong relationship to the projects. Reducing workspace conflicts is a significant factor regarding workplace environment (Budd, 2020). Range of measures can be taken to understand the negative outcomes with each individual employee. Politics and communication barriers can be understood, including stress and other negative factors. It is effective to understand the work-related issues that result in a game of politics and communication barriers for overall organisational culture. On the other hand, unnecessary conflicts can be organised based on other factors while improving organisational culture. It is significant to understand individual development to manage the clear and eliminating barriers in their paths. Moreover, it is significant to develop the organisational cultures and conflicts between employee relations (Ugwu, 2017).
It is significant to understand the management expectations in managing the organisational culture. It can be critically argued that accepting organisational conflicts are significant to understand the company development and own personal directions to deal with the position. Moreover, it is significant to motivate individuals to deal with creativity as possible. The organisations can establish to manage the conflicts regarding accessing and identifying the conflicts to structure and support the environment. It remains positive for workplace development to keep a better environment for the employees (Weintraub et al. 2019).
Conclusion
From the above discussions, it is found that employee conflicts are a significant issue that is found regarding developing the organisational capacities. The study has found that conflicts between the employees can be developed to deal with different situations and arguments. Conflicts at works are found as an inevitable feature in capitalist work. It is illustrated to identify the theoretical and practical development regarding motivating the employees. It is significant to employ the relational aspects in supporting the environment. It is important to understand individual opinions in underpinning the creative aspects of the organisation. Employment relation is significant to ensure the different aspects of workplace development. Various theories are there to engage the employees and success to identify the set of theories in different contexts. Employees in the organisation are the assets, and the conflicts are found to remain the positive relationship and argue over resistant situations. It is found that conflicts can be avoided to identify the firm’s strengths and relationship in the workplace.
Reference Lists
Aboobaker, N., Edward, M. and Pramatha, K.P., 2017. Work–family conflict, family–work conflict and intention to leave the organization: Evidences across five industry sectors in India. Global Business Review, 18(2), pp.524-536.
Budd, J.W., 2020. The psychologisation of employment relations, alternative models of the employment relationship, and the OB turn. Human Resource Management Journal, 30(1), pp.73-83.
Darlington, R., 2018. The leadership component of Kelly’s mobilisation theory: Contribution, tensions, limitations and further development. Economic and Industrial Democracy, 39(4), pp.617-638.
Fudge, J., 2017. The future of the standard employment relationship: Labour law, new institutional economics and old power resource theory. Journal of Industrial Relations, 59(3), pp.374-392.
Granter, E., Wankhade, P., McCann, L., Hassard, J. and Hyde, P., 2019. Multiple dimensions of work intensity: Ambulance work as edgework. Work, Employment and Society, 33(2), pp.280-297.
Greer, I. and Doellgast, V., 2017. Marketization, inequality, and institutional change: Toward a new framework for comparative employment relations. Journal of industrial relations, 59(2), pp.192-208.
Greer, I. and Doellgast, V., 2017. Marketization, inequality, and institutional change: Toward a new framework for comparative employment relations. Journal of industrial relations, 59(2), pp.192-208.
Lyskova, I., 2018. Quality of working life in the aspect of human resources management. In Advances in Economics, Business, Management Research: The 4th International Conference on Economics, Management, Law and Education (EMLE 2018) Atlantis Press (Vol. 71, p. 226).
Pattusamy, M. and Jacob, J., 2017. The mediating role of family-to-work conflict and work-family balance in the relationship between family support and family satisfaction: A three path mediation approach. Current Psychology, 36(4), pp.812-822.
Petriglieri, G., Ashford, S.J. and Wrzesniewski, A., 2019. Agony and ecstasy in the gig economy: Cultivating holding environments for precarious and personalized work identities. Administrative Science Quarterly, 64(1), pp.124-170.
Sitimin, S.A., Fikry, A., Ismail, Z. and Hussein, N., 2017. Work-family conflict among working parents of children with autism in Malaysia. Procedia Computer Science, 105(C), pp.345-352.
Smart Oruh, E., Nwagbara, U., Mordi, C. and Mushfiqur, R., 2018. Legitimisation strategies and managerial capture: a critical discourse analysis of employment relations in Nigeria. The International Journal of Human Resource Management, pp.1-27.
Taşdelen-Karçkay, A. and Bakalım, O., 2017. The mediating effect of work–life balance on the relationship between work–family conflict and life satisfaction. Australian Journal of Career Development, 26(1), pp.3-13.
Ugwu, C.J., 2017. Relationship of work-family conflict, family-work conflict and psychological distress among female bank employees in Port Harcourt Metropolis, Rivers State, Nigeria. European Journal of Psychological Research Vol, 4(1).
Walker, S., Annison, J. and Beckett, S., 2019. Transforming Rehabilitation: The impact of austerity and privatisation on day-to-day cultures and working practices in ‘probation’. Probation Journal, 66(1), pp.113-130.
Wang, H.M., Ma, A.L. and Guo, T.T., 2020. Gender Concept, Work Pressure, and Work–Family Conflict. American Journal of Men’s Health, 14(5), p.1557988320957522.
Weintraub, J., Pattusamy, M. and Dust, S.B., 2019. Mindful multitasking: Disentangling the effect of polychronicity on work–home conflict and life satisfaction. The Journal of social psychology, 159(4), pp.497-502.
________________________________________________________________________________
Know more about UniqueSubmission’s other writing services:
