The paper 'Underpayment Conflict' is a great example of a Management Case Study. The actualization of potential goals within an organization not only depends on the positive propagating factors but also on solving disputes between the managers and the staff (Conflicts 2010). As presented in the case of the textile manufacturing industry, a conflict arose between the workers and supervisors. According to the workers, they were underpaid and oppressed. Following the nature of the conflict, it is probable that it was propagated by certain factors such as differences in leadership, personalities, culture, and facts as well as a breakdown in communication and lack of accountability.
In order to prevent further conflicts from arising, it is advisable that the company should conduct more meetings between the workers and management in order to discuss the factors that would result in the fulfillment of expectations and the personal goals of every individual. Additionally, the workers should be educated on the importance of adopting different personas’ within the workplace. Keywords: persona, conflict Introduction Different individuals comprise diverse mindsets within any organizational setting making it quite prone to possible differences of view or conflicts regarding certain issues.
This common scenario is expected and observed in workplaces and more often are those concerning office work. Recently, a major conflict evolved in one of the leading industrial processing plants in the country. The fact that it is a popular organization means that the number of employees involved is relatively large. Since its creation in the early 1990s, the company has never changed its policies regarding employee and management relations as well as their wage bills. Over the years, employees have tried to plea with the management regarding these factors through peaceful means but have failed.
Additionally, cultural conflicts that arose during the years as more workers from diverse cultural backgrounds were employed. Each culture has different perceptions regarding non-verbal communication, concepts of time, and preferred management styles, hence, resulting in rather more conflicts. Having persevered for a long time, the employees sort out to join work unions that empowered them by making demands regarding their rights on behalf of the workers. This move resulted in a peaceful demonstration by the staff as they sang in the streets in demand of their rights to be put into consideration.
Apparently, this was the best way through which they could get the management’ s attention. Reports regarding organizational conflict should describe, analyze, and critically reflect on the dispute while offering recommendations regarding the issue. Critical and Reflective Discussion Differences in Leadership Apparently, leadership styles vary from one manager to the next (Gerzon 2006). During its conceptualization, the leaders had a more approaching technique where their work relations with their employees were relatively good. Employees developed better working relations with their superiors, which resulted in better working conditions and increased profits that made the company able to enhance their production.
Nonetheless, as the years progressed, other supervisors, who were stricter as compared to the previously inclusive and more open leaders, were appointed. This change had an impact on the staff since it reduced their relationship with their superiors. Managers lacked a channel through which they could understand the needs and wants of their employees making them resolve to decisions, which they thought were best for the employees.
In fact, it also resulted in negligence by the leaders as they lacked concern for their staff. After having their pleas ignored by the new leaders, the employees joined work unions where they could present their grievances. This means having another form of leadership since they put their trust in the union leaders rather than their employees.
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