Conflict Resolution in Human Resource Management
By (Writer’s Name)
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October 21, 2017
Part A
Briefly, describe the elements of Group Dynamics and give at least 2 examples of conflict resolution within an HR context.
Group Dynamics
Grouping of more than two person having mutual goals, values and are independent relationship refers as a group. There are different types of groups depending on their work, nature, and goals. In this question, we deal with the business group in human resource management. It is important to see that acceptance, leadership, purpose, and communication is four aspects which form a group. A common observation is that in routine, we see two or more then persons collaborate and communicate with each other for meeting a mutual or individual goal. Thus, this formation of people in form of group leads the debate towards group dynamics (Malcolm Martin, 2016).
The term group dynamics refers to the complex system of different social and psychological factors which arises between groups during a course of an action. It is important to study group dynamics in human resource management because this field is all about human management. Thus, the study of different group dynamics ensures the understanding of decision-making process, identify the causes of problems, developing new therapy techniques and new techniques in behavioral therapies (Greg L. Stewart, 1999).
It is important to consider different personal, intergroup and intragroup factors which may affect the working of people in a group. these include personal factors like value systems, self-image, interpersonal includes ideas and assumption of others, the role of a person in a group, communication and the extent to which group members know each other. Further, environmental factors include physical atmosphere, the body language of group members, vocabulary and speech.
Elements of Group Dynamics
According to different theories, elements of group dynamics vary. According to Tuckman’s group dynamics comprised of five elements;
1. Forming: it is an initial and as clear through the title, is very start of a group. Group members do not know each other, values and goals are not established yet. It is a period of openness and familiarity.
2. Storming; this is the most conflicting stage of the group in which group members fight for each power and establishing a mutual set of goals and values. If in that stage, conflict is not solved, the group shatter or remain ineffective.
3. Norming; this stage characterized as agreement on issues. Group members develop an understanding of goals and value each other. Responsibilities also divided among group members.
4. Performing; at this stage, all group members reach an agreement. Conflicts are resolved through understanding each other’s role and need in a group.
5. Adjourning; this refers the demobilization of group members. The group falls apart and group members choose their own way to work.
Conflict Resolution
It is important to see that conflict arise due to incompatibility among group member’s ideas, values, assumption to solve an issue and their rigid views to perceive an idea. There are two aspects to deal with the conflict, positive and negative. The positive side is that when group member contradicts with each other, they allow themselves to think more analytically. This often ends in terms of the productive solution of problems. On the other hand, the negative aspect is that when during a conflict people do not communicate, misunderstand increases and power of the group to work failed. Thus, there exist many techniques and strategies which can be used to solve the conflict in a group. Conflict resolution strategies are collaboration, compromise, avoidance, accommodation, and competition. Each varies according to its nature and use in a context (OD Network, 2012).
In the context of human resource management, the possibilities are endless of conflict. There are numerous reasons for conflict among people at the workplace. The first is related to lack of information about a specific issue and event. In this way, supervisor and other personnel cannot tackle the situation aptly. Further, the absence of information creates the problem as well. The second example is related to personal issues. For instance, an employee can rudely behave and does not act properly at workplace due to a personal issue. This act of his leads him towards low grading in an evaluation process, this will create a conflict between the employer and the employee (Jon M. Werner, 2011).
Part 2
Project Management
Human resource development is very important in any organization for tackling many issues related to the firm. There is need of human resource specialists to cooperate and links all the units of organizations in one wire. It is a networking approach in which people effectively interact with each other (Jon M. Werner, 2011). It is important to see that people encounter conflict while working with each other. It is common in our daily tasks as well. For example, during my high schools, we assigned a group activity in which we should explain views of people. That assignment related to the gender roles in our society. This is very interesting, dynamics and vast topic.
We also required interview data of subjects belonging from sexes. The matter of the fact is that big issue arises when outlined the required data. Each person had its own thinking and logic to include or exclude any point from the assignment. Being a group leader, I decided that each person in a group wrote an outline. Each outline could be assessed, similar points would be added without any issue. While conflicting points would be added and excluded after reviewing them according to their importance in the paper. Further, I decided a number of people we interviewed and allocate each person two subjects to interview and record data.
Thus, all work done in a logical manner. Planning, organization, and implementation are three techniques which I employed to complete that paper. Again, it is not a one-man task. The conflict can be solved when group members have trust and understanding. Refusing the idea of the person require a unique aspect as well which I learned in that time. When group members do not like an idea, the possible solution is that to postpartum that idea in the presence of the person. Thus, include the related points and refuse the other. This will not let down the other person.
Communication is another important skill which enhances the working of the group to achieve a goal. The capacity to convey data precisely, clearly and as planned, is an ability and something that should not be ignored. For instance, the capacity to talk properly with a wide range of individuals whilst keeping up great eye contact, show a varied vocabulary and mold your language to your audience, listen adequately, introduce your thoughts properly, compose definitely and briefly and function admirably in a gathering all require great interpersonal abilities. A significant number of these are essential abilities that businesses look for. It is also important to see that communication skills are also important for interacting socially with other people. During that project when we ignore we did not want to include a specific point presented by a group member, communication was a source to settle the situation. We spoke clearly and openly which avoided misunderstandings among group members.
Reflection
It is important for a human being to work together to achieve something in social or business settings as well. This causes the development of conflict among team members due to a different reason. For completion of a project, conflict resolution strategies, analytical skills, risk assessment and communication skill are important. There are so many events in our life in which we cannot communicate and interact with others effectively. Social conditions are more complex and difficult for communication and interacting with others as compared to business settings. In this situation, it is difficult to understand and perceive people’s attention.
References
Greg L. Stewart, C. C. (1999). Team work and group dynamics. London: J. Wiley.
Jon M. Werner, R. L. (2011). Human Resource Development. Boston: Cengage Learning,.
Malcolm Martin, F. W. (2016). Human Resource Practice. London: Kogan Page.
OD Network. (2012). Handbook for Strategic HR: Best Practices in Organization Development from the OD Network. New York: AMACOM Div American Mgmt Assn.