Tough Guy Case Study: Managing Organizational Conflict

Introduction: Tough Guy's case study focuses on Chip Mazey, newly appointed Hudson Smith Gordon Vice President. Many of the employees working at Chip Mazey have problems with their workplace attitudes, but no one can boldly face him. Because there is no power to change, employees have many challenges. They all think that this is a "trick business". Employees are hesitant to report the attitude of Mazey. This is mainly because we believe that denial of these arguments and reporting to the elderly may lead to tension in the workplace.

A conflict arises between a sales representative and a financial manager in a specific case. Such confrontation can be regarded as conflict between organization groups. Depending on the type of conflict caused by the conflict, if the behavior of one party can not satisfy the other party, the conflict is the cause of the behavioral prediction because conflicts will occur. The response of the financial manager influences the salesperson's performance. Because contention occurs in two sectors, conflict is a horizontal conflict. 1. The fact that the salesperson is still dissatisfied with the work efficiency of the financial manager and the customer loses the intention to purchase the machine from the LSHM due to the delay in the release of the machine to the senior management Even if I report it to you, I am increasingly dissatisfied. They lost a few orders.

Early ways of managing conflict were based on the assumption that all disputes are bad and they always meet the goals of the organization. Therefore, conflict management is synonymous with avoiding conflicts. This means that people experiencing conflict basically have only one outcome: a favorable situation for both sides. In this case, the losers feel contempt, which in turn leads to new extremists. Therefore, most administrators believe that conflicts need to be eliminated from the organization. This method of avoiding conflict management spread in the second half of the 19th century and continued until the mid-1940s.

Conflict is one of the most difficult experiences that any leader, manager, entrepreneur can deal with. Avoid difficult conversations and lead or manage people who are not dealing with conflict. Dealing with confrontation means to directly convey differences in beliefs and opinions. You and the other have only two effective choices. Accepting the viewpoint of others or compromising. Mutual dismissal is not an effective option. Until both parties agree to resolve, you must keep dealing with the dispute: compromise or accept