Abstract
This paper will examine conflict resolution. An example scenario encompassing an office argument will be depicted. The various steps associated with conflict resolution will be described. Lastly, how conflict resolution can be applied to the aforementioned situation is presented.
Consistent performance at an occupation can be quite a strenuous affair. One must continue to perform at the highest level possible consistently from eight to five Monday through Friday. Although this may seem like a somewhat basic task that is accomplished by millions every day, it is by no means easy. If working in an occupation was not difficult already, its arduous nature is exacerbated when uneducated fools stereotype certain individuals. The people target cannot change the features that these bullies mock. It is in these certain situations that conflict resolution becomes of the utmost importance. Without the techniques of diluting possible explosive scenarios, companies would face acute obstacles in completing day-to-day operations. For one to effectively institute conflict resolution, there are a few elements that have to be covered when completing the process in its entirety. By adhering to the outlined steps in conflict resolution management companies and individuals alike can reap the benefits of diffusing heated and intense arguments.
For this piece it is effective to fabricate a type of conflict that is unfortunately still apparent in today’s modern society. It is sad and disappointing that this type of targeting still occurs, even with the exorbitant amount of knowledge and fact that disproves it. This of course is stereotyping and targeting individuals for traits that they are born with and cannot change. These types of problems still occur in workplaces all over the world. The example that is chosen is that one coworker made a racist joke to another coworker about a third staff member who happened to overhear it. This staff member became quite angry and confronted the first coworker that told the inappropriate joke. Both of these employees have begun arguing with one another and are close to violence. So how do we move forward from here? The first aspect of conflict resolution that must be covered before proceeding is to highlight what the actual problem is. For this situation we can outline the issue as the individual is accused of making an inappropriate joke in a working environment that does not tolerate humor of this subject matter. One can see why this is the first step of conflict resolution. Without being able to identify what the actual problem is, it is impossible to rectify it.
The issue has now been identified. Both candidates have admitted to their parts in the argument and tempers are still quite high. The next element that must be encompassed in conflict resolution is finding what will defuse both individual’s tempers and the situation itself. We can see here that one person deserves more blame than the other, however the second person’s reaction was not appropriate either. For this scenario it would be in the realm of possibility that the individual that made the joke would want the person who verbally attacked him to be reprimanded and vice versa. So the criterion that is necessitated to fix the situation is reprimand on both sides, although one side should receive more than the other. From here one has to find out what spurned this argument and its main originators. The person who made the joke is obviously undereducated and if they are educated they do not perpetuate the values of the working environment in which they are employed. The other staff member is in the wrong due to the fact that he responded in a heated manner. From here one can start to brainstorm for solutions.
Once the main issue, the causes, and the desires of each associated with the problem is discovered it is time to start cultivating solutions. There are two ways to go about the situation, you can either distribute blame equally, or give more to the individual who told the joke. The person who told the joke should have to take educational courses on stereotyping in either solution. Or they can be fired completely if the workplace demands a zero tolerance policy for racism. The target of the jokes should have some input on the solution as well. Maybe they want the bully to learn from their mistakes or possibly do not feel comfortable with someone like them in their workplace. It should be a standard to remove racism from the workplace, and so firing should be the optimal option. “As management, it’s your responsibility to immediately correct any incidents of racism that occur within your organization.” (Chuasiriporn, 2012, p. 1). After choosing this method of action, its implementation is quite simple. Have the employee escorted out by security just in case they want to make a scene before they leave or they want to steal items. It’s also important to make an example of people that are going to behave in this manner and how the company will respond. Lastly, there has to be some type of evaluation of whether or not this decision was a positive influence or negative influence on the company, its working environment, and the chemistry between staff members.
Conflict resolution is a technique that although has been around for quite a long period of time is still as effective as it was in its conception. Although the previously stated scenario is a somewhat serious occurrence, conflict resolution can work with situations that are dissipated in intensity. Conflict resolution will encompass a large range of problems and that is one of its paramount strengths. Companies, when utilizing conflict resolution must be consistent and fair in their decisions. If not, conflict resolution is instituted wrongfully, undermining its whole purpose in the first place. It is exceedingly frusterating when conflict resolution either over punishes or leaves main perpetrators innocent when they are clearly guilty. Therefore, it is substantial to make sure to know when false information is being presented or manipulation is being instituted. By noticing these unfair practices and all other types of dishonest behavior one can be sure that conflict resolution is effectively utilized.
References
Chuasiriporn, A. (2012). How to Deal With Racism at Work. Chron.