Our responsibilities are same but the regions were different. I was in-charge of three regions that are Hydrated, Bangor and Achaean; Paul was in-charge of Bombay-Pun and Delhi. We both were competing each other for the promotion. Ukulele was administrative assistant and her Job was to preparing quotations, sales agreements, invoicing and other paper work. She holds ABA degree and was couple of months senior to me In the company. Ukulele was a cognitive miser who doesn’t want to spend energy and time on unnecessary Issues and was not interested in people and their politics.
Paul has done a diploma In mechanical and he works very hard. He Intrinsically motivated towards this Job, really enjoys his work and feels that he got the Job that suits him. He is extrinsically motivated towards the bonus, promotion and also motivates his team by offering extra sales commission (extrinsic) to exceed the targets. He is smart and has good people management skills but lacks in communication and short tempered. Having couple of interaction with him, I have perceived him to be very humble and Jovial.
One day Paul and I went for happy hours after work and discussed various issues regarding Job, targets, team management TCL. According to him no one likes to work or take responsibility, everyone needs a constant push or a reminder. This statement focuses on the Theory X of the organizational behavior concept, which states that employees dislike and try to avoid work, and must be coerced In doing It. However I believe In Theory Y that Is every employee should be empowered and should be accountable for his work. I am an Alert Engineer Ana / months Junior to Paul In ten company.
Management was considering me for a promotion because of my proficiency in communication; I always exceeded sales targets and performed above projections. As mentioned by my manager (Mr. Ravine) during Job interview proficiency in English was one of the important factors for promotion because most of our suppliers are from I-J, during interview, mainly because of my proficiency in English and according to the halo effect he believed that I was a good fit for the company SITUATION: My manager (Mr. Ravine) was discussing about an issue with Paul, which had been escalated by our client.
The issues was that the client had to stop production for couple of days and had to bear loss due to delay in supplies from our end. The season for the delay was a mistake in purchase order to our principles. Even though ukulele prepares the purchase order, it was Pall’s Job to check and approve before sending due to various technical details. But doesn’t bothered to check the specifications in purchase order thinking that the item is a standard item whereas the item was a special item.
Mr. Ravine expressed his displeasure and asked Paul why the purchase order was wrong in spite of having necessary comments and informing from the client in a strong tone, however he defended himself by putting blame on Ukulele. Unexpected incident made Paul furious on ukulele and he started yelling at her on the floor asking for an explanation as to why such a mistake could happen (Self-serving bias). The sentences that I could remember are “What kind of idiot are you? ” “Are you really that stupid or is it that you don’t care? Even though he has right to ask for an explanation but the way he was yelling on the floor in front of everyone was inappropriate. As per our HER, policy, he should take that person to a room and could have given the feedback. So, I found this disturbing and I have raised (Voiced) the complained to Associate H. R (Ms Raman’ Reedy) about Pall’s behavioral aspect on the floor. Soon, Raman’ and I had a meeting, which was confidential. I explained her the whole situation and also informed her the way Paul behaved at that precise moment was uncalled for. Ms Raman’ took my feedback and promised me that appropriate action would be taken.
After a day Paul walked up to me and asked why did I put in the complaint against him. I was shocked to hear that he knew my name and he told me that Mrs. Raman has gave my name. Then he started abusing me for doing so in front of everyone on the floor. Due to this situation I have distanced myself from Paul and also noticed that other members on the floor distanced themselves from me as they though that going to HER was not appropriate. Here Raman’ has not maintained the fairness and personally biased towards Paul as they were colleague before Raman moving to HER department.
Next day again Paul started misbehaving with me with abusive words. I was fuming by this time and I sent an email to the H. R head (Mrs. Vivid Kumar’) describing the whole situation and the Ms Raman’ has dealt with the issues that was not Tall (Wellness) on ten part AT H R team. I explain to near ten continentally clause, which I put in, was never adhered to and I asked her to take appropriate action. Eve copied my Vice president and Manager in the mail. I felt I was completely let down by an organization and it’s H. R team. After couple of days the H.
R head called me and apologizes to me on behalf of the company. Also, I was informed that a strict disciplinary action was taken against the two. Alternative course of action: The initial cause of the conflict between Paul and Ukulele was a mistake in Purchase order. In this situation and due to his seniority in the office Paul should have taken Ukulele to an enclosed or a private setting and could have given the feedback rather than expressing his displeasure in the public. In fact, the primary reason I went to HER was that the conflict was in public.
However I should have maintained my composure and should have talked to Paul in private regarding his behavior that was inappropriate and empower him, rather than going to HER. The advantages of this approach would have been Gives more freedom to express his/her version Output and further course of actions or works would be more precise and effective. They feels like empowered that discouraged or insulted. Motivates and forces employees to create and maintain good working environment. Can make a future deal than dwelling in the past.
Disadvantages would have been: It is necessary to cultivate this habit, but it is difficult to incorporate in real life situation because it is not possible for every one to go and talk If faced by similar situation in future, there are certain steps should be taken to avoid these kinds of situations. In Pall’s case, he should have checked the Purchase Order before sending, because it contains lot of technical information, when it is a special order, a small mistake will cause lot of trouble and Ukulele might not understand complete technical aspects due to her background.
In any organizational conflicts everyone needs to save their face and continue their relationship. Therefore considering above situation the most appropriate recommendation would be that the individual dealing should be private that can lead to positive results. Learning’s: Clearly, with reference to organizational behavior concepts, I have learned that One should not be in perception or Judgmental towards any one or situation, should e open minded to observe and analyses the situation or a persons behavior. The organization should empower their employees to follow the grounds rules and be ethical in maintaining the confidentiality. Personal biases should be avoided and maintain fairness towards the situation. Team leaders should motivate their members positively and ensure that all are following company guidelines including team leaders. In ten event AT conflict evaluation Ana resolution, ten H concern official should listen to both and should not be biased in making decision depending on their position in the company.
CONCLUSION The purpose of this report to was to diagnose the conflicts using organizational behavior concepts and give recommendations to overcome this kind of situations in future. There might be various solutions for a problem but in this case the most appropriate solution was recommended using B concepts. Several B concepts has been studied and used to diagnose the problem such as Perception, Fairness, Biases, and empowerment. This report also found that even a small step concerning less reactivity and greater self-control makes a noteworthy difference in avoiding conflict.