Conflict in The Workplace A Look at Carolyn and Nick Essay

This paper will discuss how to diagnose a conflict using various conflict models using a case study that involves a workplace conflict between two individuals. Included will be detailed characteristics and attributes of the parties involved and how they may affect the conflict. Confidentiality is important in the workplace and will be discussed in regards to the case study. Resolution solutions that a practitioner may use will be suggested to assist in resolving the conflict. Conflict resolution can be a difficult task but if a practitioner implements tools like conflict models than conflict can be undoubtedly resolved. Conflict Scenario The conflict presented in this case study is between two employees that perceive tension in the†¦show more content†¦This is where the conflict between Carolyn and Nick started. Carolyn said yes and Nick whom decided not to be supervisor earlier said no. Nick stops the resident from going outside and asked the resident to sit and talk; the resident sat down and attempted to listen to Nick talk about why his answer was no. The resident was becoming agitated and got loud with his words; he started cussing and then becoming aggressive. The other staff members and Carolyn went out to the living room to comprehend what was going on. When approaching the situation the lead staff member Carolyn asked for all the staff to go off-line except for the graveyard staff. This went on for two hours, Nick continued to engage in conversations with the resident which at this point Nick was forcing his will onto the resident which made the resident escalate more and he started breaking windows. At the end of the resident’s blow-up, Nick then agreed to give the resident his cigarette and told Carolyn that he finds it in the best interests if the resident just had one cigarette and he will go to his room. Diagnosing the Conflict In diagnosing the conflict a professional practitioner could use tools such as the conflict models discussed in The conflict resolution toolbox: Models and maps for analyzing, diagnosing, and resolving conflict. These models provide the practitioner the ability to see the conflict from various perspectives and analyzeShow MoreRelatedManagers’ Role in Implementing Organizational Change: Case of the Restaurant Industry in Melbourne5116 Words   |  21 Pagescommunication, employees’ attitude and perception of managers’ undertaken actions. INTRODUCTION Change, defined as an effort that consists of actual physical changes to operations and different emotional stimulation (Bernerth, 2004) is painful in the workplace, going from what is certain and known to the otherwise. Employees lose the comfort of the known and the familiar, the sense of competency they used to possess, the status and/or financial security they once enjoyed and networks the y have gone atRead MoreFundamentals of Hrm263904 Words   |  1056 PagesShoring 21 Mergers 22 A Look at Ethics 22 Summary 23 Demonstrating Comprehension: Questions for Review 24 Key Terms 24 HRM Workshop 25 Linking Concepts to Practice: Discussion Questions 25 Developing Diagnostic and Analytical Skills 25 Case 1: Work/Life Balance at Baxter 25 Working with a Team: Understanding Diversity Issues 25 Learning an HRM Skill: Guidelines for Acting Ethically 26 Enhancing Your Communication Skills 26 ETHICAL ISSUES IN HRM: Invasion of Privacy? 9 WORKPLACE ISSUES: We Are NowRead MoreHuman Resources Management150900 Words   |  604 Pagespoint to the likelihood that employers in many industries will have difficulties obtaining sufficiently educated and trained workers. Estimates are that about half of the U.S. workforce (about 50 million workers) needs or will need new or enhanced workplace training to adapt to the myriad job and technological changes that are occurring. At the same time, many individuals who are obtaining higher education degrees are doing so in nontechnical or nonscientific fields rather than engineering or computerRead MoreStrategic Human Resource Management View.Pdf Uploaded Successfully133347 Words   |  534 Pagesâ€Å"fearless cultures† in which employees can speak up in order to challenge the status quo without being concerned about retribution. Retention improves with other related aspects of culture such as positive relationships with superiors , absence of conflict-laden relationships, having input into decisions, less emphasis on formal authority, information sharing, and support for employees.52 Effective Selection Procedures When firms hire employees that match well with the organization, the job, and