I have worked in different companies who all have had different approaches to.
It has been interesting to observe that certain companies that had an.
avoiding approach, had a high turnover rate and low morale. In the current company I.
work for, conflict management is approached in either a collaborative or avoiding manner. .
The latter has caused many employees to leave under the circumstances that nothing.
would be done to resolve their conflict issue. This paper will explore the approaches and.
inconsistencies with conflict management in my company and how this contradicts my.
personal management style.
Lack of Training.
With the pool of experienced supervisors shrinking and the commitment to.
promoting from within, there are many supervisors who are in a responsible position for.
the very first time. With this comes an awkward feeling contributes to not performing the.
job as expected and experiencing frustration when faced with a situation that they are not.
trained to handle. The typical approach for anyone who has been promoted to a.
supervisor position has been the "sink or swim" approach. This has taken a couple of.
potentially good supervisors" ambition away. This lack of training has also affected the.
morale of line employees who feel that any conflict that arises is either handled.
inappropriately or not addressed. The end result is an untrained supervisor who relies on.
his or her emotional bias to resolve the situation. In most cases, this has led to Human.
Resources" involvement in resolving an issue that could have been resolved at the.
supervisor level. .
Manager Inconsistencies.
Many managers have not always addressed conflict in a manner consistent to other.
managers within the company. This has led to complaints from employees who feel that.
they are not being heard appropriately during a conflict. At times, managers will come to.
Human Resources to help them address and resolve the issue appropriately but, there are.