Proof read a research paper

M_Aul

research_paper1_2.docx

Home >Reading homework help >Proof read a research paper

Handling Workplace Conflict

Research Paper

Applied Critical Thinking

Abstract

The purpose of this research paper is to investigate mediation to determine whether or not mediation at workplace is the good way to solve conflict. Mediation is a successful process to solve problem. It is a informal process made by mediator and participants. In the conflict situation it must be balance between the participants and confidentiality. In this process before participant decide to sit mediation room they already convince to be fix problem together. Mediation is the way to put together who has conflict at workplace. Conflict is usually emotional and feelings about the others and it might be misunderstanding. People can have chance to explain and understand what they need and what others will need from them. Therefore, mediation giving good result end of the process. It has been rated 82% successful and estimated average time to complete mediation process is 24 days.( shorter than) However, there are different way to solve conflict at workplace. For instance, arbitration and litigation. These two way of conflict resolution is formal way to solve which mean is you will be able to go court and get result from court. Judge will decide for the people, it will be costly and takes time. Two different way to solve conflict will be conflict is costly for the company. It will be demand for the firm. If employees have conflict at workplace, their quality of work will be decrease and also it will affect the other employees. Because of they will try to take side between people who has conflict in their workplace. Some cases company need to do fire workers. It may be difficult to find another person. It likely takes time to train new people. Company need to pay huge prices for the employee which one is fire from the job. When people want to take arbitration and litigation, results are not the solve problem in the workplace it will just decided by judge. They are not able to spend time and talk each employees to understand where conflict come from and employees are SOC not able to work together. Company need to find solution for the employees that they can work in the same workplace. Otherwise, they will leave the job which is will make a difficult situation for the company or firm has to fire the employees. As a result, these important factors have been addressed, it may be a good resolution of conflict by mediators.

Workplace conflicts inflicts a cost on a business in terms of finance, time, resources and damage of organizational performance. There are many types of cost for the company. For instance, the article “Cost of Conflict”(2011) pointed out that it is nearly 25% higher cost for the company and there are nearly 90% staff time spent on risk and conflict management. There is also increasing operational cost of security approximately 40% for the firm. However, Alternative Dispute Solution (ADR) is way to find resolution for a people to resolve their disputes. There are 3 forms of alternative dispute resolution: mediation, arbitration and litigation. Mediation is an informal dispute process. Mediation is reach an acceptable solution of problem which is doing by neutral third person helps to find options for resolution. It is flexible process and informal legal option that participant can take their decision. Mediators can no decide about them for the solution. Ford (2015) explained that the idea of the mediation part is responsibility and awareness for fixing problem. . Mediation is also a process of negotiation in a relationship to solve differences or conflict. Mediation is intended to bring two different things together. On the other hand, arbitration is more formal process. A neutral person, usually a lawyer who is arbitrator, writing down the evidence for decide the what is the solution of this conflict. If the participant do not accept arbitration decision they are free to ask a trial process. Litigation is formal process that usually international companies use for the if they have any conflict between their contract. Litigation process is in court and judge can decide for them what will be the solution. Proponents of mediation say that mediation is a good way to find a solution for conflict at workplace. Critics of mediation say it is better for the manager to tell employee what to do. Yes it is true that when you give responsibility to employees from manager, it can be faster way to done with the work in that time. However, the quality of the job or project may be decreasing during that time. As a result, employees may be absent or come up with the some excuse and avoid the situation. This will be negative effect of the work quality. Davis, R & Frank, D.M., (2011) reported that additional work decreased by nearly %30 at workplace. Conflict can be between manager and other employees that they can not come up with the solutions. Hayes, (2008) stated that the most conflict is 24% between managers and their reports. (Mediation is more effective way to solve conflict at workplace. ) Defense Force Ombudsman’s investigation about Alternative Dispute Resolution of mediation effectiveness increased from nearly 30% to 83% between 2005 to 2008. If employees have conflict it will be affect quality of work. For instance, if employees has unresolved conflict at workplace, company might fire the employees because there is no way to work with them. In this conditions firms need to training the employees to replace with the other one and it will take time, during this time new employee will do incomplete work or consumers may not be pleasure for the work that they got from the new employee. As a result, it will be impact for the company. Mediation is the good way to solve conflict at workplace because conflict is costly for the company, mediation is less costly than loose the employees.

Any workplace disagreement disrupts the follow of the work, costs can be maximized and productivity can be decreased. There are two types of conflict costs. It is called hard cost and soft cost. Hard cost include wasted time, lost workdays, reduced productivity, turnover, termination packages. Soft cost is including morale, decreased customer service, reputation, loss of skilled employees. In Fact, conflict can be decreased efficiency at workplace. These founds represent that employees spent a lot of time to deal with conflict and it means profit decreased. For example, CPP Inc. had survey in 9 countries about “The Real Cost of Workplace Conflict” in 2008 (Hayes, 2008). CPP Inc. founded that employees spent 2.8 hours per week dealing with conflict. This amounts to approximately $359 billion in paid hours. (based on average of hourly earning of $17.95). Another resources of HR departments, half of HR workers questioned %51 spent between one and five hours a week managing disagreement (Hayes, 2008). In Germany and Ireland average time of spent managing conflict rises 3.3 hours per week (Hayes, 2008). This is a lot of time for the people they will talk about it doing gossip and spent their time to take side from the others or showing the people the other’s are guilty. During the this time the will do their

job or spend time with the customer.

Therefore, conflict can be costs to the employees that who has conflict at workplace. For instance, nine out of ten employees (89%) have experienced a workplace conflict. On the other hand only one in ten employees (11%) has never experienced conflict that grew something bigger ( Hayes, 2008). Found from CPP study, 25% of employees avoid conflict with use excuse of sickness and absence from work. If employees use five sick days for avoiding conflict, it costs $700 to the business in a year (Lawyer, 2010). One in five employees (18%) say that people left organization because of conflict (Hayes, 2008). However, loosing employee is too costly for the company. For example, replacing employee will cost 150 to 200% more than that employees salary and benefits (Lawyer, 2010). But if the company use mediation for the resolution of conflict, it will not cost this much for the company. For instance, The overall resolution of mediation rate is 82%, and the time from request for mediation to actual mediation averages 24 days (Ford, 2000). A conflict inflicts a cost on a businessin terms of finances, time, resources and impairment of organizational performance (Ford, 2000). For example a mid-level employee making $30.000 a year could cost the company $70.000 or more to replace the employee (Lawyer, 2010). Employee turnover owing the conflict is expensive. Consider the costs of filling a vacant position recruitment costs, training new person, paying other employees involved in the hiring and training process, paying severance. For instance, the turnover costs for an employee between 75% and 150% of the annual salary (Ford, 2000). Graph 1 (idaholabor.com, 2011) shows the employee turnover cost average of hourly and annual wage for the company. As can be seen, the rates of turnover and characteristic of workers who earn how much money from the low cost to higher cost. Companies have coverage of the Federal Labor Standards Act from the company, It will count 1.5 times to the salary. For instance, it starts the group of people who can earn between $7.50 to $50+ per hour. This represent who is making $7.50 per hour, it will cost $23.400 a year could cost to the firm who is exempt from the coverage. In fact, the people who is earning $50 and over per hour it will cost $156.000 a year for the company. It will count 0.5 times who does not exempt from the Act. For instance, Who is making $7.50 per hour, it will be $7.800 a year. A high level employee who is getting $50 or over in a hourly wage, it will cost $52.000 an annual wage who does not exempt from the Act. These differences are probably, who has exempt or non-exempt contract from the company. For example, it is depends on the company who has a coverage of the Federal Labor Standards Act. Companies has to have coverage from the Act for protecting employee from the turnover. Clearly, who is not complete a year in a business they are non- exempt from the coverage. Keeping this in the mind, if the employee is complete a year in a company this employee has coverage from Act and if the company want to fire or turnover the employee, it will count 1.5 from the hourly wage that employee get from the firm. If is not complete it a year, it will count 0.5 from the per hour. These result fact that employee turnover is significantly high cost for the firm. Therefore, employee turnover is high cost for the company than try to find solution between employees. On the other hand, company need to train new people and figure it out which person will be appropriate for that place and it is so difficult to replace employee who is working in a same job more than a year.

References

Employee Turnover: Why and at what Cost? (2011).

Retrieved from http://www.idaholabor.com

Ford, J., (2000, July). Workplace conflict: Facts and figures.

Retrieved from http://www.johnford.com

Hayes, J., (2008). Workplace conflict and how business can harness it to thrive.

Retrieved from http://www.cpp.com

Lawler, J., (2010, June 20). The real cost of workplace conflict.

Retrieved from http://www.entrepreneur.com

Scott, V., (n.d.). Cost Associated with Conflict in the Workplace.