Organizational Conflict

Organizational conflict or work place conflict described as “ state of disagreement or misunderstanding, resulting from the actual or perceived dissent of needs, beliefs , resources & relationship between the member of the organization” . Conflict has both negative & positive affects to the organization. Conflict resolution is an important skill of management. Management must examine the situation, to resolve the conflict or stimulate the conflict.

It is important to understand the type of conflicts, then the managers could able to use some standard techniques for dealing with each type of conflict. There are basically 5 types.

1. Conflict within the individual.
2. Interpersonal conflict
3. Conflict between the individual and the group.
4. Inter group conflict
5. Inter organizational conflict

Conflict within the individual- This type of conflicts may occur within the mind, because these are value related, its mean when the individual value & beliefs does not meet with their job role. For example ; A telephone operator may got advised from her supervisor to be polite when dealing with customers, and also supervisor complain that she spend much time with customers, so the conflict may happened her mind how to deal with customer , with satisfaction of supervisor as well as customers.

Interpersonal conflict- This type of conflict are the resulting of personalty clashes. People have different characteristics & attitudes . When working in a organization, between two or more individuals that they have inconsistent views and aims with others. For example two sales managers may argue to which method may affect to get higher sales.

Conflict between the individual and the group- All formal and informal groups have certain operational standards and behaviors and all group members need to adhere them. If any individual disagree with group goals and methods, anyhow he have to remain in the group for his social needs...etc. Then the this type of conflict may occur . For example ; if manager takes any disciplinary action against a group member . It may cause to conflict within the group.

Inter group conflict- Every organization is consist of departments, sections or work teams. This conflict happened due to some disagreement between two or more group and some individual who are within the group have inherent attributes or social histories that also impact to the Inter group conflict.

Inter organizational conflict- This can be define as a conflict occur within two or more organization, which are dependent upon each other in some way. For example; buyer organization and supplier organization, between these organizations conflict occur due to supplying & expecting level of quality, quantity and delivery time...etc may differ.

All the employers ,managers & teams work together for achieve the company goals; therefore keeping and remain as the competitor it is necessary to understand the reason for organization conflict. Some are:

• unclear expectation without proper guidance or information
• communication barriers
• incompetent management
• competition for resources
• lack of accountability
• goal differences & task interdependence
• poor work environment

 Conflict Management & Process

conflict management may help to limits the negative factors of conflict while increasing the positive factors of conflicts.

Process with five stages:

1.Potential for conflict

2.recognition of conflict

3.Conflict handling style.

4.Conflict behavior

5.Conflict outcomes

As per the identification of Thomas & Kilmann, they have introduced five styles for conflict handling.

1.Competing

A competing style is getting everyone to own way and keep pushing for own viewpoint while rejecting other ideas until achieve the goal. Get quick & decisive actions.

Ex. During emergencies

2.Avoiding

An avoiding style, evades totally the conflict. In this style able to continuously postpone or completely evades the conflict whenever it comes.

3.Compromising

A compromising style could be appropriate to use when the approaching the goal and if you are at an impasse or conflict, more important is finding a temporary solution or expedient for that moment.

4.Accommodating

An accommodating style, exchange the needs and desires of others and forsake you own needs and desires. Concern about others before your own. This style shows high degree of co-cooperativeness in the organization as well as to keep the organization peace you may feel as wrong or may feel like have no choice , but have to be agree with others point of view.

5.Collaborating

A collaborating style is a win-win concept . Final solution will meet the successful needs of all parties. This will be appropriate when the request need to be fulfilled and final solution is important to everyone.

Can be used resolution and stimulation techniques to achieve the desired level of conflict.

Conflict-Resolution Techniques

• Problem Solving
• Subordinate goals
• Expansion of resources
• Avoidance
• Smoothing
• Compromise
• Authoritative command
• Altering the human variable
• Altering the structural variables

Conflict Stimulate techniques

• Communication
• Bringing in outsiders
• Restructuring the organization
• Appointing a devil’s advocate

Positive Outcomes from the conflict management

• Improves the quality of decisions.
• Stimulates creativity and innovation.
• Encourages interest and curiosity.
• Provides the medium for problem solving.
• Fosters an environment of self-evaluation and change.

Negative Outcomes from the conflict management

• Development of discontent
• Reduced group effectiveness
• Retarded communication
• Reduced group cohesiveness
• Infighting among group members overcomes group goals

Third Party Involvement

Fair and efficient conflict resolution is very important in organization, some occasions its better to using third party to solve the problem. When third party is resolution or resolving a dispute in the organization third party must be a neutral.

Mediator

Mediator act as a neutral party to help to resolve conflict on their own way. Mediator will not resolve the conflict for the organization, but he help to facilitate a discussion between problem having parties. Most organizations keep their dirty laundry on top secret, so mediator act as a private affair and he will not give decisions he allows disputing parties to take decisions under his control.

Arbitrator

Arbitrator is a neutral third party and who makes a binding decision to resolve a conflict. Most of arbitrations end with winners and losers however their decision must be followed. Dispute Parties if they fail to resolve conflict in mediation then will seek arbitrator.





References

En.wikipedia.org. (2019). Organizational conflict. [online] Available at: https://en.wikipedia.org/wiki/Organizational_conflict [Accessed 28 May 2019].


Business Jargons. (2019). What is Organizational Conflict? definition and meaning - Business Jargons. [online] Available at: https://businessjargons.com/organizational-conflict.html [Accessed 28 May 2019].

WORK PLACE HAZARDS

WORK PLACE HAZARDS

World Health Organization (WHO) defined as a “Occupational health deals with all aspects of health & safety in the work place and has a strong focus on primary prevention of Hazards”. Every workplace may consist of different types of hazards. Every employer may have a legal responsibility to provide healthy & safe work place for their employees.

Every employee has the right to know, or right to be informed about actual and potential dangers in the work place. Employer need to set of rules to provide high standard of safety & health at the work place and ensure that employee not injured or harmed at the work place. As per the “Occupational Safety & Health Act 1984” circulated by WHO . This id called “Duty Of Care” and this applies all employees including casual workers.

Hazards can be identified as

1.Physical Hazards

2.Biological Hazards

3. Chemical Hazards

4.Psychosocial Hazards

5.Ergonomic Hazards

Physical Hazards are the factors that are in environment and can harm the body without touching and many people face physical hazards in their work places . Some examples are Slippery floor, unguarded machinery, heavy loads,vibration, noise , heat and many more. As per the records of WHO estimated spend billions of US dollar per annually for workers who are facing hearing loss disability in world wide.

To prevent and control Physical Hazards , when identified each of them it’s important to set engineering & administrative controls to reduce the risk for employees. Such as providing safety equipment, Reduce vibrations & noises in the work places , consider about proper air conditioning & ventilation system and provide training for employees for recognize and how to avoid from Physical Hazards.

Biological hazards can be happened through the viruses, bacteria, fungi and protein. There are some ways to enter this microorganism in to our body.

-Through our respiratory system.

-Through our blood transfusion

-Exposure to some contaminated objects and effects may cause infections, allergy and poisoning.

Mainly people work in health services, cleaning services agriculture, fishery, veterinary services and some manufacturing industries such as textile, leather & paper products may expose to this king of hazards.

To prevent & control of Biological Hazards can use protective equipments including face masks, safety goggles, protective cloths, shoe covers and gloves….etc. As well as need to practice personal hygiene.

 

To Chemical Hazards may cause to exposing to the chemicals in the work place. This is effecting for short term and long term diseases. Some chemicals such as tobacco smoke, silicon dust may cause to increase heart diseases,high blood pressure and cancers.

All chemicals may consist of one of three types. That are solid, liquid, or gas. It is an important for understanding how chemicals enter the body. For instance, by inhaling gas may enter the body and by absorbing to the skin liquids may enter the body.

To prevent & controlling chemical hazards , employer should be ensured that they have set engineering and administrative controls. Employee must concern about Personal Protective Equipment (PPE) are suitable for their work schedules.

 

Psychosocial Hazards may affect to the employee well being. Occupational stress and workplace violence are recognized as major challenges in the workplace under the psychosocial hazard. Employees face some difficulties in the workplace. That may cause to Psychosocial Hazards. Such as feeling of job insecurity, long hours working schedules, poor balancing of work and life, high emotional demands...etc. Those all reasons may impact to psychological by individuals as well as organization’s well being.

Employers should get appropriate methods to prevent and control Psychosocial Hazards from their organization. Basically organization can do training programs to improve work related skills as well as can do motivational programs. Also employer can conduct some psychological counseling programs which are useful for stress employees.

An Ergonomic Hazards may happened for our musculoskeletal system, due to uncomfortable workplaces, repetitive movements and poor body positions. Employer need to provide comfort, safety and efficiency work environment.

To prevent and controlling of an Ergonomic Hazards can educate employees to use proper lifting & handling techniques and employer need to improve workplace with engineering controls to reduce or eliminate Ergonomic Hazards. In addition job rotations may help to adding variety to the job as well as enlarging physical demands.

References

Fit For Work. (2019). Identifying workplace hazards | Fit For Work. [online] Available at: https://fitforwork.org/blog/identifying-workplace-hazards/ [Accessed 23 May 2019].

SafetyLine. (2019). Are you aware of these 6 types of workplace hazards?. [online] Available at: https://safetylineloneworker.com/blog/workplace-hazards/ [Accessed 23 May 2019].

BRAIN DRAIN

BRAIN DRAIN

Brain drain define as “Migration of the highly skilled professionals to the foreign countries in search of better opportunities”. This can be seen mainly developing countries. By now this is the most significant pattern of International human migrations.

Brain drain can be happened, when the individuals who are study abroad and after completion of their studies do not return to motherland. And some individuals are completed their studies from home countries and then migrate to developing countries for better opportunities.

People migrate from one place to another due to some diversity of civilization is normal fact, but this migration pattern become a critical issue in developing countries. As the third world country, brain drain is highly impact with the introduction of the open economy policy to Sri Lanka. This situation may help to Sri Lankans to get opportunities for foreign employment. As a result people with low literacy, those who are migrate to middle east countries and labor migration percentage getting high in every year. As well as migration of Intellectuals also gradually improving within last decades. Most of  Sri Lankan intellectuals migrate to developing countries such as United States,Australia, Canada, New Zealand & United Kingdom.

There are many reasons for Brain drain . In war period of Sri Lanka large number of Tamil intellectuals left the Sri Lanka and it has been continuing up to now. Another reason is lack of job opportunities in the Sri Lankan Job market for relevant fields. As well as offering low salaries & other benefits for intellectuals. Therefore they are migrating to developing countries to earn more money. Political crisis of Sri Lanka is another huge factor for Intellectuals migration.

As a developing country, Sri Lanka government expending large amount of money for maintaining the universities & students get their higher education totally free of charge, but the developing countries absorb the all positive effects through the Brain drain. Automatically it will become a negative impact in each & every field in Sri Lanka.

Sri Lankan Government need to pay their attention to minimize the brain drain. Government need to implement rules & regulations for restrict migrations. Otherwise, Sri Lanka will full of dunce.

References

Archives.dailynews.lk. (2019). Features | Online edition of Daily News - Lakehouse Newspapers. [online] Available at: http://archives.dailynews.lk/2010/12/22/fea01.asp [Accessed 21 May 2019].

Factors Of Organization’s sustainability.

Factors Of Organization’s sustainability.

sustainability can be considered as a strategic opportunity. It is critical, to become a sustainable business in an unsustainable economy. However all business models mainly affect 4 factors to become a sustainable business. Those are Human, Social, Economics and Environmental sustainability. Locally as well as Internationally has many economics, social and environment challenges. Such as Global warming, unemployment, resourcelessness. Every organization must responsible for controlling above challengers to be sustain in a local as well as international market.

In the organization, Human capital is one of most important factors. When the organization delivering the best fitting solutions for customers on the right way, organization must ensure that their staff to be empowered and get their full potential to achieve organization’s strategic objectives, by developing their skills, listing their ideas, recognize individual performance & reward for their performance.

Social sustainability can be defined as a organization must listen to society and react on their concern , while respecting social diversity. Organization can be strive to minimize any negative impact that to the organization may have from society, whilst impacting the society with the strengths that organization have. As a example Organization can be showed their strengths by doing developing financial literacy in the society , uplifting of education, giving support during disaster events, conducting road safety & post accident care programs.....etc

Economic sustainability identified as a practice that support long-term economic growth without negative impact to the social, environmental and human capital. Every organization is a part of economic growth. To gain sustainability in economy, maintaining high and stable level of economic standards is the main objective. however abandoning economic growth is not an option.

Environment sustainability aims to protection of natural resources, through some human welfare. Increasing temperature , changers in weather pattern are some incidents of global warming. Every organization will be committed to playing its part towards environmental sustainability. As a example Turn the lights off when you leave is the easiest way for your commitment to environment and can be offered product & services in green concept, commit to riding a bike or walking instead of driving at least once a week, conducting tree plant projects.

Sustainable organizations make a strong foundation to the future to sustain as a responsible corporate in the industry and know about their actions affect the environment and actively work to reduce their impacts.

WHISTLE BLOWING

                             

WHISTLE BLOWING

    • MEANING  OF  WHISTLE BLOWING

WHISTLE BLOWING IS AN IMPORTANT MECHANISM THAT CAN BE USED IN PRIVATE OR PUBLIC ORGANIZATIONS.THIS WILL BE HELPED TO DISCLOSED ANY KIND OF INFORMATION OR CAUSE OF ACTIONS THAT CAN BE ILLEGAL, UNETHICAL TO THE ORGANIZATION.

THIS HAS TWO TYPES ,INTERNAL & EXTERNAL WHISTLE BLOWING

    • INTERNAL WHISTLE BLOWING -THIS IS A DISCLOSING OF INFORMATION OR ACTIONS ABOUT A PERSON’S WRONGDOING WITHIN THE ORGANIZATION.THIS WILL BE DONE BY INDIVIDUAL PARTY WITHIN THE SAME ORGANIZATION ( EX: IMMEDIATE SUPERVISOR)

    • EXTERNAL WHISTLE BLOWING - THIS IS A DISCLOSING OF INFORMATION OR ACTIONS ABOUT THE ORGANIZATION’S OR PERSON’S WRONGDOING. DISCLOSE DONE BY THIRD PARTY OUTSIDE OF THE ORGANIZATION (EX : MEDIA)


    • IMPORTANCE  &  PROCESS OF WHISTLE BLOWING

    • NOW A DAYS WHISTLE BLOWER POLICY IS FAMOUS IN WORLD WIDE ORGANIZATIONS.BOTH PRIVATE & PUBLIC SECTOR ORGANIZATIONS IMPLEMENTED & ADVISED THEIR STAFF TO DISCLOSE WRONGDOINGS.WHILE THE ORGANIZATIONS OFFERING A PROTECTION FROM HARASSMENT OR DISCIPLINARY ACTIONS FOR THOSE WHO DO SO.

    • EVERY ORGANIZATION HAS WHISTLE BLOWER PROTECTING OFFICER & INVESTIGATION OFFICER.THEY CAN BE A INDIVIDUAL PERSON OR A GROUP. IF ANY PERSON OR VOLUNTEER MAY DISCLOSE INFORMATION VERBALLY OR IN WRITING WITH ALL SUPPORTING DETAILS, WHISTLE BLOWER PROTECTING OFFICER MAY PROTECT THE IDENTITY OF THAT WHISTLE BLOWER.

    • HOW WHISTLE BLOWING EFFECT FOR AN ORGANIZATION

     • ENHANCES CORPORATE SOCIAL RESPONSIBILITY
    • WHISTLE BLOWING HELP TO INCREASE SHAREHOLDERS                    CONFIDENCE.
    • PROTECT EVERYONE’S INTEREST.
    • HELP REDUCE RISK IN ORGANIZATION

THOSE ARE SOME ADVANTAGES BUT WHISTLE BLOWING HAS DISADVANTAGES TOO.

    • DIVISIVENESS OF PEOPLE DIRECTLY OR INDIRECTLY.
    • WILL BE CAUSE TO JEOPARDY FOR FAMILY, LIFE AND HEALTH
    • MAY CAUSE TO LOSS OF POSITIVE REPUTATION OF ORGANIZATION

    

• HISTORY OF WHISTLE BLOWER POLICY

    • IN 1777  AMERICA, THERE WERE TWO NAVAL OFFICERS SAMUEL SHAW AND RICHARD MARVEN, WHO HAD REPORTED FOR THEIR LEADER ABOUT THEIR COMMANDING OFFICER’S ACTION AGAINST TO BRITISH PRISONERS OF WAR.

    • NORMAL PROCEDURE IN U.S.A. NAVY WAS IF ANYONE REPORTING AGAINST HIGHEST OFFICER, RESULT WAS DISMISSED OF SAMUEL & RICHARD FROM THE NAVY. 

    • THEN THEY HAVE SEEK A HELP FROM CONGRESS, AND EXPLAINED THEY HAVE DONE THEIR DUTY AND THERE WAS NO REASONS FOR ARRESTED.

    • AS A RESULT IN 1778, CONTINENTAL CONGRESS PUBLISHED THEIR FIRST WHISTLE BLOWER PROTECTION LAW. SAMUEL & RICHARD WON & RELEASE FROM JAIL AND COMMANDING OFFICER FIRED.


 REFERENCES

IBB Solicitors. (2019). 5 things You Need to Know About Whistleblowing in the Workplace - IBB Solicitors. [online] Available at: https://www.ibblaw.co.uk/insights/blog/5-things-you-need-know-about-whistleblowing-workplace [Accessed 21 May 2019].

En.m.wikipedia.org. (2019). Whistleblower. [online] Available at: https://en.m.wikipedia.org/wiki/Whistleblower [Accessed 21 May 2019].