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Causes Of Interpersonal Conflict

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Employee Interpersonal Communication Conflict; When Leadership, Engagement, and Consequences are Absent
Madeline J Palmieri
Walsh University

Abstract
My research paper will focus on the dynamic of a relationship between two of my coworkers, and the interpersonal communication issues and conflicts that arise between them. The first being the Customer Service Department Supervisor. She is a 38-year-old female, college educated, and has been with the company for about seven years. She has only been in the manager position for about 5 months. Her leadership styles tend to be rather ‘all bark, no bite’; she is bold, outspoken, and takes initiative, but only when it is a situation in which she wants to tackle. The second coworker is …show more content…

James Traeger, Director of a UK based organizational development consultancy, has recently developed a program called Restorative HR. Within this approach, he states “Restorative HR practice is much more about culture change rather than technique,” according to Tragers (2016) Restorative HR Practice Toolkit. He then goes onto mention that at the heart of this approach, stems an ancient Chinese philosophy, “Confront the difficult while it’s still easy.” Engaging in fuller conversations, restorative mindsets, and adequate confrontation, will help the different departments and levels of management begin to connect with employees and shift the overall tone of the company to a more positive …show more content…

This intervention can include mediation, role clarity and workload reviews, and redefining policies to ensure fair treatment. Also allowing the perpetrator and victim the chance to sit down through facilitated discussions, and creating a plan on how to move forward while looking at the future of the co-worker relationship. These interventions can also include counseling services which offer coping skills and provide adaptive emotional intelligence tips within the workplace. Employees with successful coping skills are better at recognizing and avoiding aggressive behaviors further on (Zapf & Gross, 2001). Consequences need balance, they shouldn’t always just be used when a person is needing reprimanded. These consequences can be good and positive; like implementing incentives based on job performance and acknowledging employees for their success. Too many negative consequences can also be detrimental to an overall company culture (Bearley, 2016). This can often promote unethical behaviors while instilling fear and anger into employees. Equal balance being placed on both ‘consequent’ actions will help promote an environment for employees to reach their full potential and achieve many great

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This could be to specific group, for instance a support group for deaf people, teaching service users or for meetings. In group communication, every individual participating will try and get their personal ideas and thoughts across, especially if they disagree with a point raised (Storming stage: Tuckman group communication theory). In health and social care, group communication is mostly used in a meeting arrangement, as it allows a number of different agencies or care providers with in one agency to focus on particular aspect of care, or on a service user and the care that currently being provided. Communications between Colleagues not only on a one to one basis but in a group setting is key, to everyone working successfully, the performing stage of Tuckman group communication theory. Within a health and social care an absence or lack of tolerance and understanding for fellow employees might create a negative emotional atmosphere, it may only personally affect two people, but will ultimately affect everyone working with them, and possibly decreasing the level of care to their service

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Mediation is a form of alternative dispute resolution in which a neutral third party helps disputants resolve a conflict (Bishop, p. 64). The employee/supervisor mediation was my first experience role-playing as a mediator in a dispute. I enjoyed the experience and recognized how significant the role of a mediator was. There are many strategies/avenues a mediator can take when conducting a mediation and it is imperative that the mediator is able to adapt their mediation strategy in order to satisfy the party’s needs. This in-class role-play gave me the opportunity to apply all the knowledge that I learned during the course, to a real workplace scenario.

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