In each organization in the world today, there must have been some mistrust brought about by the misunderstanding between the employees (Power, 2009). In my organization, I have experienced all kinds of conflicts ranging from simple to complex conflicts that have had dire consequences on the performance of the firm. One of the things that I have observed myself and experienced its effects is bullying and harassment. During my Internship program at an Insurance company, my colleagues and I had to go through some tough times to secure the internship opportunities which were rarely available. Being the most junior staff members meant that you could easily be identified by other employees. The managers were very tough that we were not allowed to have time to rest. Almost all the record keeping work was placed on us. I remember being asked to arrange the files in order only to come a few hours later to be told that they were not supposed to be kept in that place and this meant I had to disorganize everything. Team members would not like to give you chance to practice what you have learned because they fear that you might be better than them and may act as their replacement.
Finally, the problem of unfair treatment has brought a lot of conflicts in organizations. For instance, in my company, the manager might have been favoring some employees over others. There are some workers who were serial late comers but were never summoned by the managers while others were always scolded. However, since conflict is inevitable, I believe that the most basic HRM practice that can address this challenge is training managers on how to deal with difficult conversations involving them and workers (Hunt, 2014). Additionally, they should be made to learn about emotional intelligence. This will, in turn, help them in dealing with employee’s emotions.
Reference.
Hunt, S.T. (2014). Common Sense Talent Management. Hoboken, NJ: John Wiley and Sons, Inc.
Power, J. R. (2009). Collaborative HRM Delivery: Surfacing the Features and Associated Impacts that Emerge in Line Manager-HR Professional Relationships (Doctoral dissertation, Waterford Institute of Technology).