Methods for Managing Differences: Case Study

Introduction

Karen always loves to spend approximate one and a half hours in a week trying to have a private conversation with each of her employee so that she can get to know their work concerns about the office. Her colleague of the other hand by the name David thinks that Karen practice very unwise and a total waste of time. Cultural difference in corporate business is some of the modern factors that have led to the slow the globalization of the business. According to the Karen and David case, it's clear that it becoming very difficult to manage the culture base difference in the workplace.

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Positive Perspective Method

Therefore, you can use several ways to resolve a conflict; in this case scenario, we are using a Positive Perspective. It is very important to handle conflict in a positive way. This kind of practice will ascertain your employees to look at conflict positively. We should keep in mind that, conflict is a natural phenomenon that will keep countering in our day to day activities. In a company or organization conflict can arise between disagreeing parties. It can be employer and employee or his subordinate staff. (Dipippo, et al, 2017) Handling conflict positively can help our company and organization to learn from its flaws and find sectors that need to be resolved and improved overall. Resolving conflict in an organization either internally or externally in a creative manner will fuel innovation among members and also create a new perspective in the way they see the thing and also the way they think. In the scenario case, the conflict is revolving between Karen and David. You can distinctly note that there a big difference in their perspective on how to interact with employees in a company or organization. Steps of solving conflict within an organization include;

Grievance Procedure

As an organization, it is important to create a grievance procedure which is formal to every employee. Allow employees at various level in organization hierarchy starting from the senior to the most junior, to know that they grievances and views are always taken into keen consideration. The organization should practice a culture of responding promptly to employees' issues. Hence, conflicts will always be handled openly and in a much quicker way. by laying out his grievance openly David will be able to get a prompt response from the organization about dealing with his perspective views.

Getting to the Cause

It's always important to focus on what actually caused the conflict in our case. Karen and David are in a conflict. The root of their conflict is based on the fact that David doesn't seem to like her collogue approach to work. He feels like it's a real waste of time. According to getting to the root of the problem the parties who are in conflict often find themselves putting their excuse to the co-work or end up blaming the company policies. (Moorthi, et al, 2018) But often the root of the problem is probably in the fact that David doesn't like Karen's approach it might be something deeper than just that. Hence attempting if jane attempt to resolve the conflict between them she should not focus on the surface look on the cause of conflict. It would be logic if getting in the root of the problem is kept into consideration. Taking close analysis to the case Karen may realize that David has been gradually developing dissatisfaction with how they relate with Karen which may result in such disappointing comments towards her. Hence revisiting the overall review with David may be more effective.

Equal Voices

Give all conflicting parties equality in the voice expression, without regards to their work positions, length of time they have to serve an organization or any particular political influences. The conflicting party may be very repulsive if they think they are under any oppression from their employers. (Moorthi, et al, 2018) Giving employees equality in projecting out their voices and arguments is a very important aspect in resolving conflict within an organization. It will be wise if Karen allows David to speak his mind about spending time with employees which he considered to be less useful, thus providing a baseline ground to be heard clearly and given feedback about his personal views.

Resolution participation

When creating a conflict resolution plan, its wise idea to involves all the parties within the organization. It is evident that employees tend to remain committed to the set goals that they helped to draft. Karen should have involved David in conflict resolution plans that will help him to figure out how people differ on how they relate to their employees.

Individual exhibiting a general competitive culture is aggressive being, they will always try to outshine the rest. They will tend to use their voices more to express themselves. Organizations should be ready to listen and evaluate their view. They are people who frequently come with new ideas. (Kottomtharayil, et al,2015) On the other hand, the individual exhibiting cooperative culture will occasionally be a social person who love working with another workmate. This kind of people needs to be involved in companies and organizations conflict resolutions.

Cultural values and styles of our behavior certainly caused disparities in cultural factors. Preferably, using a positive perspective in resolving a dispute is a far better way which organizations and companies should adopt.

Reference

Dipippo, E. A., Hagberg, K. K., Carpenter, C. L., Jensen, M. N., & Williams, A. J. (2017). U.S. Patent Application No. 14/991,317.

Moorthi, J., & Josephson, W. K. (2018). U.S. Patent Application No. 10/083,027.

Kottomtharayil, R., Attarde, D. R., & Vijayan, M. K. (2015). U.S. Patent No. 9,015,181. Washington, DC: U.S. Patent and Trademark Office.