The paper "Negotiation and Conflict Management - TransGlobal" is a good example of a management case study. In every organization or workplace wherever there is a group of people working closely together there is likely to be conflict. Sometimes it may be relatively minor and sometimes it may escalate into a major confrontation. But, why does conflict occur in the workplace? At TransGlobal, there appears to be a conflict between Emily, a 29-year-old co-ordinator and John the General Manager who is in his early 70s. Emily has been working in the company for some time and was joined by John implying that they do not understand each other well as co-workers.
Although Emily is junior to John, she is frustrated with what she is going through right from the time John joined the company. On the other hand, John seems not bothered by Emily’ s emotions and concerns and often ignores her. The conflict in the case study is between personalities; between Emily and John. According to Caudell (2010), this type of conflict is called personalized conflict. This type of conflict does not require mediation, but it must be addressed as immediately.
The conflict between Emily and John is stimulated by emotions and they have perceptions concerning each other’ s character or motives. Both parties have conflicting perceptions about their roles and responsibilities. Emily is forced to perform the roles meant for John due to absenteeism and John considers it a right. Even if Emily tries to talk to him about the issues he simply dismisses her which is annoying. Emily feels that she is being overworked and needs to reach a compromise with his senior on what is going on. The comments John make to Emily escalates the conflict between them.
For instance, when Emily tried to seek his audience, he remarked: “ let me get back to you on that one” . Such an offensive remark makes Emily feel that her input in the organization is not worth and that her effort is not recognized. As Hart (2000) asserts, resentment and conflict can occur when one individual considers oneself more valuable to the organization than others. John seems himself to be senior to Emily and does not want to listen to her complaint. In addition, conflicting roles is a source of conflict between Emily and John.
According to Gatlin, Wysocki & Kepner (2002), conflicting roles may happen when an individual is asked to perform a task that is outside his job requirements or even expertise. In the case study, it is evidence that Emily is forced to perform functions done by John like making payments to translators, paying bills and attracting new clients. These roles fall outside her job requirements of co-ordinator. Emily is very much concerned about this happening often and his effort to set things straight through negotiation with John is not successful.
This scenario makes her relationship with John more strained. Also, Emily is better qualified than John and making her appear to subordinate John without any formal arrangement is quite intimidating and increases the conflict. Such a situation can lead to power struggles for territory and either intentional or unintentional aggressive or passive-aggressive act when not managed (Reynolds, Stephanie & Eryn (2002). This means that Emily’ s and John’ s roles must be clearly stipulated so that everyone becomes accountable to self.