The appropriate knowledge of disagreement in the new work environment is an important skill to obtain in order to adhere to workgroup norms. Marra (2012) defines disagreement as an “important socio-pragmatic skill” that might lead to severe and tangible outcomes when used incorrectly as the attribution of impoliteness (p. 1580). Marra’s (2012) research applied McCrae’s identification of the term disagreement as a theoretical framework, which implies the difference of opinion between individuals. Such an approach highlights the need for two parties to set contrasting positions that are considered an essential element in following considerations of disagreements. The two opposing viewpoints can never be justified in a case when there is inadequate engagement between the colleagues regarding the potential dispute.
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The study on the issue of disagreement is based on the examination of the socio-pragmatic needs that skilled migrants address in work environment interaction. It is crucial to establish a supportive environment that facilitates better engagement of newcomers of the specific work community, which aims at retaining constant interaction. Therefore, the workplace that enables disagreements is potentially the environment that restrains integration into a longer-term work community. Such an environment emphasizes the importance of the theoretical perspectives that represent disagreement and the ways of negotiating disagreement. These perspectives are based on the comprehension of general linguistic practices. Taking into account the core aspects of successful integration in the new workplace, Marra (2012) highlights the vital role of negotiating workplace disagreements. Managing disputes is identified as a critical facet of workplace communication and is regulated by community norms that eliminate the availability of disagreement. More importantly, the negotiation of disagreements provides the groundwork for achieving an empowered professional identity.
Marra, M. (2012). Disagreeing without being disagreeable: Negotiating workplace communities as an outsider. Journal of Pragmatics, 44(12), 1580–1590.