Running head: DB FORUM 1 MODULE 2 1
Discussion Board – Forum 1 (Module 2)
BUSI 642 – B09 LUO
Liberty University
DB Forum 1 Module 2 2
1. What seems to be the main source of conflict between supervisors, employees, and
the HR department?
There could be many sources of conflict between supervisors, employees and HR. Each
individual situation is different dependent upon the driving factor. Per Managing Workplace
Conflict (2016), in an ideal world, the workplace would be an environment in which perfect
harmony was the norm. Alas, the reality is often quite different. Companies regularly witness
accord succumbing to disagreement and dispute. Since this is not always the case we have to
make all parties aware of the possibility of future issues to be aware of. The supervisors may
think that the employees are not doing what they should and vice versa. Whereas the human
resource representative does not understand why they have to babysit adults. Per Gomez-
Mejia, Balkin, and Cardy (2016), states that the role of HR professionals is to act as internal
consultants or experts, assisting managers to do their jobs better (p. 36). Office conflicts are a
natural part of the workforce. Merriam- Webster defines conflict as a mental struggle resulting
from incompatible or opposing needs, drives, wishes, or external or internal demands.
The Bible states in 1 Peter 3, To sum up, all of you be harmonious, sympathetic,
brotherly, kindhearted, and humble in spirit; not returning evil for evil or insult for insult,
but giving a blessing instead; for you were called for the very purpose that you might
inherit a blessing. For, "The one who desires life, to love and see good days must keep
his tongue from evil and his lips from speaking deceit (1 Peter 3:8-11, English Standard
Version).
There are many sources of conflict in the daily workforce. One major source of conflict
resides in poor communication or the lack thereof entirely. Poor communication can lead to a
misunderstanding between employees, supervisors, and human resources. If the employees feel
as though HR has not clearly defined the expectations and or policies and procedures. This
causes conflict to arise.
DB Forum 1 Module 2 3
The difference in workplace values may be another area of concern between
associates and the HR department. Each individual has their own life filter that provide a
unique outlook on life. These views and beliefs affect each individual differently whether
they are a supervisor, HR contact, or an associate. The HR directive is to adhere to
policies and procedures. On the other hand, the supervisor may have a daily output
goal/target that is their main concern. This is how easily values and or goals in the
workplace can be driven and cause a disconnect between two branches within the same
community.
Whether or not management has the capability of handling a specific conflict in
question would depend on what sort of issues there is to start with.
Per Afzalur (2002), A diagnosis should indicate whether there is need for an
intervention and the type of intervention needed. In general, an intervention is
designed (a) to attain and maintain a moderate amount of substantive conflict in
non-routine tasks at various levels, (b) to reduce affective conflict at all levels,
and (c) to enable the organizational members to select and use the appropriate
styles of handling conflict so that various situations can be effectively dealt with.
Organizational learning and effectiveness can be enhanced through an appropriate
diagnosis of and process and structural interventions in conflict.
References
Afzalur Rahim, M. (2002). Toward a Theory of Managing Organizational Conflict. International
Journal of Conflict Management, 13(3), 220-226. Retrieved from
http://liberty.summon.serialssolutions.com/#!/search?
bookMark=ePnHCXMwbZ09C4MwEIaldOjHnwjt0C6CGhPjKFZboRiQQGmXkESdhf5
DB Forum 1 Module 2 4
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Luis R. Gomez-Mejia, D. B. (2016). Managing Human Resources. Upper Saddle River, NJ:
Pearson Education Inc.
Managing workplace conflict: Formal and informal approaches. (2016). Human Resource
Management International Digest, 24(1), 16-18. Retrieved from
http://dx.doi.org.ezproxy.liberty.edu/10.1108/HRMID-10-2015-0157
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