It came to the attention of the CEO of a small company that there was a difficulty between two employees who had been working together for some time but recently appeared to have major differences that were affecting their entire department. The CEO was being approached by both employees at different times and also by their line manager and was spending increasing amounts of time speaking to them, taking notes of their comments, meeting with their line manager and generally finding it difficult to get on with her own job, so time consuming were the conversations. The line manager attempted to deal with the issue in informal conversations but ultimately one of the parties made a complaint of harassment against the other. The matter was dealt with internally and ended in a disciplinary warning which simply led to matters disintegrating. The rest of the employees inevitably fell into two camps and relations between staff reached an all time low when one party refused to pass important client information to the other and a complaint ensued from the client.
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Case Study on Conflict Management in the Workplace | Case Study Template
The General Manager consented; Maggie and Jesse were to share the project leadership. Within a month of this development, Maggie was angry when she felt that Jesse was representing himself to others as the leader of the entire project and giving the Impression that Maggie was working for him. He just told me when it was being held and said I should join them. He sends out letters and signs himself as project director, which obviously Implies to others that I am working for him. What difference does it make?
The research suggests that the full impact of the recent changes in legislation has still to come through. More significantly for the longer term, the research also confirms that more employers are now using mediation skills to develop their conflict management capability. The two case studies highlight the shift in approach being adopted by enlightened employers towards greater informality in managing conflict. Commonly asked questions on the legal issues relating to trade union recognition and industrial action. Episode Does employment law favour employees too heavily?
A conceptual conflict can rise into a verbal exchange or result in fighting. A conflict of interest at work arises when a situation that benefits an employee also affects your Guide: Prevent Risky Business. He is currently employed at an institution outside of Kansas.