Conflict Management Systems and Strategies

Question: Discuss avout the Conflict Management Systems and Strategies. Answer: Introduction: As this is an instance of a cross-cultural dispute, I would ask the two employees to acknowledge the problem, and explain each of their problems to the other, rather than explaining to me. After proper investigation of the situation, I would try to pacify both the employees, and help them focus on the problem of cross-cultural conflict, rather than expressing pre-conceived opinions about the others. Besides, after hearing about the whole situation, I would have a separate meeting with each of the two employees, and I would make each one understand the importance of overcoming trivial cultural conflicts at workplace, for achieving ultimate organizational success. Above all, I will also consider organizing various workshops, seminars and interactive sessions that can help in developing the employees awareness regarding the cultural differences (Tyson 2016). This in turn will help the employees respect the customs and traditions of the opposite culture, instead of interpreting the belie fs and ideals through the lens of his culture. This is an example of generational conflict at workplace, and hence keeping in view the difference in attitude and approach to work, I would like to talk to both the employees. First of all, I would talk to the 19 year old employee, and I will make her aware of the importance of respecting the employees of older generation at workplace, failing to do which, she might be penalized. I will tell her that team work will help in easing up the individual burden of work on each employee, and the integrated effort to succeed, will only promote organizational success. However, if she is still uncomfortable to engage in team work, I would ask her to apologize to the older waitress, and get back to work. Meanwhile, I will also talk to the 53 year old waitress, requesting her, that in case she confronts difference of opinion at workplace, she should pursue her own way of doing things, rather than thrusting her decision on the others (Grubb 2016). First of all, I will apologize to the customer and his wife, for the undesirable experience they confronted with, at my restaurant. Next, I will make him understand that the waiter serving him, did not have a comprehensive knowledge regarding the customs and values of the Japanese culture, and hence his behavior was absolutely unintentional. Next, I will try to organize training programs for each of the waiters and front office executives, so as to build their cultural awareness about the customs and behavior of the people, belonging to the foreign culture. Since it is impossible to provide training in each culture, I would first of all analyze the common ethnic groups, visiting our restaurant, and based on that the specific cultural training would be provided. Besides, since the accusation leveled against the waiter, was that he was continually staring at the wife of the consumer, I would also seek an explanation for the same, from the waiter. I would ask him to enhance and develop his soft skills and non-verbal communication style as well. Nowadays, the large as well as the emerging organizations are encouraging the diversity at workplace, because embracing diversity implies a variety of solutions to business problems that ultimately benefits the organization. However, diverse workplace, if not handled properly, can lead to employee conflict, lower productivity and retention problems. Hence, for resolving cross-cultural conflict, many organizations organize seminars and workshops that help in developing the employees cultural awareness about the other ethnic groups. Often large and recognized organizations conduct diversity assessment survey that helps in examining and critically analyzing the success or probable obstacles of workplace diversity. While hiring employees, or creating teams within the workplace, many government agencies ensure that at least one individual is included, from the minor ethnic group, so as to widen employee acceptability. The organizations also have strict anti-discrimination policies that sa feguard the rights of the employees, belonging to minor ethnic groups, so that they do not become the victims of harassment or abuse (McKenzie 2015). The public sector as well as the private sector organizations, nowadays, also hires quarterly trainings, that help in enhancing the soft skills and effective communicate skills of the employees working in a diverse workplace. However, since it has been observed, that many employees express their reluctance, in participating in training programs, a few organizations also organize interactive sessions and other fun team activities, for promoting among unity among the employees (Katz and Flynn 2013). Reference List: Grubb, V.M., 2016.Clash of the Generations: Managing the New Workplace Reality. John Wiley Sons. Katz, N.H. and Flynn, L.T., 2013. Understanding conflict management systems and strategies in the workplace: A pilot study.Conflict Resolution Quarterly,30(4), pp.393-410. McKenzie, D.M., 2015. The role of mediation in resolving workplace relationship conflict.International journal of law and psychiatry,39, pp.52-59. Tyson, R., 2016. When Expectations Clash: Vocational Education at the Intersection of Workplace and School.Interchange,47(1), pp.51-63.