conflict resolution program

Running Head: CONFLICT PROGRAM PROPOSAL

CONFLICT PROGRAM PROPOSAL 2

Conflict Program Proposal

Patrice Scope

PSY/400

Ami Taharka

03/15/20

Introduction

This program proposal explains cultural conflict resolution between the employees and the human resource management team in Giant Food Grocery Stores Pennsylvania US. The primary purpose of the proposed program is to integrate conflict resolution and group influence. It also suggests the attributes that can be used by the organization to improve the relationship between two groups (Henry, 2018). This paper discusses the type of program that should be used by the organization and the nature of the conflict that exists between the two groups.

Nature of the Conflict

The Giant Food Stores does not encourage its employees to bring issues of politics into the business. However, one of the employees came to work in a T-shirt with writings claiming that she was a die-hard supporter of the Republican Party. This raised complaints among the other employees who were the supporters of the Democrats’ party. However, the human resource management had no issues with her supporting any political group (Jacobs & McCormack, 2011). The other employees felt that the human resource team was being unfair to allow one of the employees to come to work with such cloths. They argued that the human resource team should not have recruited the employees who would bring politics into the organization. Thus, some of them started issuing threats to quit the job because they didn’t like the idea of politics in the workplace. This made the top management to intervene and set concrete and measurable conflict resolutions to address the issues that were affecting the employees and the human resource team.

Type of Program

The best element to resolve the conflicts of this nature should have distinctive features. These elements may include creative and critical thinking and effective communication (Henry, 2018). The program should be a problem-solving and empowering to ensure that every employee is equally treated. Effective communication is very important, especially during the mediation process (Jacobs & McCormack, 2011). It will be applied primarily before engaging in active listening to both sides. After listening to both sides of conflicts, it will be easy to think and identify the side that is breaching the laws of the organization critically. However, the program being proposed should involve visualization skills (Wilcox & Reber, 2016). This will help the conflicting parties to imagine how interaction within the organization could be good without conflicts. Thus, they will see in the importance of minimizing conflicts in the workplace.

References

Henry, N. (2018). Public administration and public affairs. New York: Routledge, Taylor & Francis Group.

Jacobs, K., & McCormack, G. L. (2011). The Occupational Therapy Manager. Bethesda, MD: AOTA Press.

Wilcox, D. L., & Reber, B. H. (2016). Public relations writing and media techniques. Boston: Pearson.