POWER & CONFLICT at WORK

Conflict
Conflict is seen as a moment, or situation, when one or more people can not meet an agreement.

Conflict in the workplace happens almost every day. Some conflict is seen as threatening, yet some can be where a decision needs to be made, or many solutions are available, from different people. Dealing with conflict requires tact, understanding, opinions, and motivation.

Whilst working for a trade union, as a staff representative, a situation had come about regarding a member of staff. It was alleged that the staff member was late for work, on a few occasions, was scruffy looking, and not being part of a team.
The member of staff was also sent home to shave, and the time absent was to be deducted from his salary. As staff representative it was my job to interview the member of staff, and other colleagues, and organise a meeting with management to try and find a resolution.
At the meeting the issues were explained, reviewed, and after a short break were resolved. The member of staff was put on a training course on how to be a better team player, was given a mentor, to show how to better himself, and his hours lost were reimbursed.

Sources of Power
French & Raven place the sources of power into five categories. these are:

• Coersive - This type forces someone to do something against their will. It is also seen as a form of bullying, and is used by governments to manipulate people, by obtaining votes.
• Reward - This is used to help motivate someone. The feeling of worth by getting a reward for a good job done. The promise of rewards can also be used as a punishment,or threat, by withholding it if the job is not completed in a stated time.
• Legitimate - People such as kings, police, government, management have legitimate power. This can only be used whilst they are in the required position. Once they leave they lose the authority, and therefore the trust.
• Referent - People who have idols, such as actors/actresses, footballers, pop stars, look up to them. The strong urge to be the same is known as referent power.
• Expert - When a person has the desired skills and knowledge in certain situations, they can obtain the desired outcome. Trade unions use this type of power to achieve their objective. (changing minds, 2010)

How to overcome conflict

To help assist management resolve conflict at work, a number of solutions are available.

1. Clarification of goals and objectives
2. Resource distribution
3. HR management policies and procedures
4. Non-monetary rewards
5. Training courses
6. Group activities
7. Leadership and management
8. Organisational processes
9. Socio-technical approach (Mullins,L. 2007)

With all the required resources available, it enables management to come to an agreement which benefits both employee and management. The aid of unions can help in these matters of conflict, but they should be used as a last choice.

Resolving Conflict

During employment with a local government, a situation occurred that would cause conflict. Management had ignored an employees request for an appraisal. All other members of staff were having their yearly appraisals, yet this member of staff was being ignored. HR had been contacted, letters of request had been sent, and as a final attempt to meet with management had failed, the trade union were called in.

After 3years of trying to get an appraisal, and after a grievance hearing, the situation was resolved.

This situation could have been resolved without the need of a grievance. If management were following the guidelines set out regarding appraisals, the situation would not have been an issue. Conflict at work in this case required mediation, before it could be resolved.

Conclusion

Conflict can affect, not just one person, but other innocent bystanders as well. Situations arise which can become unmanageable, if left alone or ignored. Policies and regulations are put into place to help assist managers and employees resolve conflict, and come to an agreement. The use of trade unions have been as a last resort, yet if used properly many trade unions have a wide source of experience. Sometimes if conflict can not be resolved then mediation could be the answer.

References

changing minds. org. 2009 French & Raven [Online] Available at: http://www.changingminds.org/explanation/power/french_and_raven.htm [Accessed 15 April 2010]

MMullins, L, 2007. Management and Organisational Behaviour. Harlow:Pearson