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Example research essay topic: Sharing Of Personnel Internet And Cdma Conflict - 985 words

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Dispute Resolution One of the major obstacles for successfully running an organization is internal conflict among the staff that works there. At times even the most artful techniques of Human Resources Managers do not work. There are resolving nonintervention techniques available to managers as well as some intervention approaches, which are often viewed as the last help techniques. In this particular case it will be described the conflicts in an IT company and the most appropriate methods to resolve the disputes.

IP Telecom, a big IT company, was organized along functional lines into sections. Two of the most important sections of the Technical Department, Internet Division and Wireless (CDMA) Communication Division, shared the same hall. In fact, when the Department had expanded and remodeled its facilities ten months ago, it had been designed to facilitate cooperation and sharing of personnel between Internet and CDMA Division as work loads varied. Unfortunately, that cooperation had never come about. Instead, the sections avoided helping each other; members of both divisions seemed to go out of their way to be hostile. As it was determined, it all started as a personality conflict between Boyd Williams, a technical expert, and Debbie Butler, the CDMA Division supervisor.

The vivaciousness of Boyd and quality of work made him a strong informal leader, particularly among the younger technicians. Debbie, on the other hand, had been with the company for twelve years and supervisor for six. She was middle-aged, and although not prudish, definitely disapproved of Boyds lifestyle and had occasionally complained to a head of the Department about Debbie's bad influence on the divisions younger employees. Boyd repeatedly had expressed the opinion that Debbie was not qualified to be a supervisor.

Further, he claimed that Debbie was deliberately showing bias against him in various ways. Boyds work deteriorated, and his attitude became negative and cynical. As a result, his performance evaluation for that period was quite low. After the evaluation, Boyd has retained much of his cynical attitude toward the CDMA Division; he was highly critical of Debbie and CDMA techs in general. At the same time he emphasized his own abilities and high degree of competence in IT field.

This personal conflict has spread throughout the two sections, creating larger problems. For one thing, it has prevented any real sharing of personnel between two divisions, since there remains a very strong wall between them, which is based on ill feelings between Boyd and Debbie and their various supporters in the two sections. Another effect of the conflict is that new personnel being rotated through both of two divisions become polarized and are forced to take side. So how this particular conflict can be solved? For this case there are several ways in which management can directly intervene in conflict. Some methods deal with the symptoms of conflict, some attempt to settle the conflict, and some seek to eliminate the sources.

The first approach for the resolving the conflict is questionable because it was the divisions refusal to cooperate that was interfering with work, as it was. A drastic but sometimes effective means of dealing with intergroup conflict is the removal of key figures eliminating the sources in the conflict. This method, which centers around the personal animosities of two or more strong individuals, is a viable in the case described. There are at least two problems with this approach. First, the key people often are very valuable or productive employees, and the manager must balance their loss against the effects of conflict. Second, is a danger that removal will leave a smouldering resentment or create martyrs around which the conflicting parties will continue to rally even after the martyrs have been removed.

The thing is that it is properly to transfer Boyd Williams or even Debbie Butler to another department in a new position, but not to terminate them. Another conflict has arisen between Internet Division and independent consultants. Having analyzed the situation concerning the sales volume, the Department decided to invite external consulting company to estimate the level of system software of the division and to replace in where it would be necessary. According to the contract, consultants should be able to accomplish their work in 4 months, since some serious changes in the software and hardware should be made. The consultants, however, met with great antagonism and criticism from the several techs of the Division. Although the consultants displayed a lack of tact in handling that situation, the eventual outcome was that the performance of consultants and their quality of work became extremely dissatisfying, and the Department decided to apply certain methods for reducing the conflict, trying to save the consultants and thus time and money spent.

The Department managers decided to use intervention approach to resolve this conflict. The decision was to establish set of rules, which limit the conflict to an acceptable level, thus managers were going to encapsulate the conflict, trying to avoid extreme and tough solutions. They also established contests with specific rules, hoping that competition would provide an outlet for the conflict in a way, which would facilitate, rather than obstruct, the work. Conflict in organizations often follows the pattern experienced in Internet and CDMA divisions. It starts off as a personality conflict between tow competent people. As a result of circumstances, on of them takes some actions, which hurts the other, and the conflict escalates.

Both parties seek and get sympathy from their friends and close associated at work, and before long, two parties, project teams, or sections are at war. Meanwhile, administrators have glossed over or ignored the spreading conflict in hopes that it would go away, until one day it comes apparent that the work of the organization has been disrupted. Bibliography: Reitz, H. Joseph, Behavior in Organizations, Richard D. Irwin, Inc. , 1981 C.

Hamilton, Communicating for Results, Wasdsworth Publishing Company, 1993 F. Luthans, Organizational Behavior, Mc-Great Hill, Inc. , 1986


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Research essay sample on Sharing Of Personnel Internet And Cdma Conflict

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