TEAM SPADES_HRM Presentation

[Audio] HUMAN RESOURCE MANAGEMENT FARUK IDRIS PATEL NOVELYNE DELOS SANTOS SUKHPREET SINGH GURSIMRAN JOURA LAVPREET SINGH HARPREET KAUR SAKSHI SAKSHI TEAM SPADES.

[Audio] MANAGING CONFLICT GROUP PRESENTATION. N011VINNSNHd df10H9 IDHANOD DNIDVNVVN.

[Audio] CONFLICT There are generally two types of conflict in the workplace: when two people simply do not get along, or when people's ideas, decisions, or actions directly relate to the job are opposed. Conflict in the workplace is unpleasant and stressful for individuals. EXAMPLE: Without all of the numbers, an accountant cannot perform their duties. The accountant's ability to complete work and meet deadlines is harmed if an employee consistently submits reports late..

[Audio] SOURCES/ CAUSES/ REASONS OF CONFLICT Misunderstanding Personal Differences Information Deficiency Goal Differences Lack of Role Clarification Threat of Status Lack of Trust Scarce Resources Organizational Changes Poor communication.

[Audio] CAUSES OF CONFLICT 1)Misunderstanding: It is the major cause of conflict in the organization. When employees do not understand their tasks, roles, and responsibilities conflict arises. Due to this, they may not complete their tasks as the manager expected from them. 2)Personal differences: The differences occur in the individual due to various reasons such as family background, values, attitudes, traditions, culture, education, and socialization process..

[Audio] 4) Threat of status : Status is an individual's social rank within the organization. It is based on position and knowledge. Conflict can arise when a threat to a person in his position arises. 3) Lack of role clarification : The absence of role exposition among people generates conflict. It can create role conflict. 5) Poor communication : The poor communication system in the organization creates the problem of exact transformation of information among the group members, which leads to conflict among them..

[Audio] Benefits of Conflict : Earlier Problem Identification Better Problem Solving Healthy Relationships, Morale, and Commitment Improved Productivity Personal Growth and Insight.

[Audio] The conflict can make issues more visible than they otherwise would be. It can draw attention to problems that require attention when individuals disagree or have divergent viewpoints. Enabling early intervention and problem-solving may help to avoid more severe issues in the future. Earlier problem identification : Better problem-solving can result from conflict as well. Several people's perspectives on the same issue can produce more original and creative solutions. Teams may frequently create more useful answers when different perspectives are taken into account than when everyone approaches the issue from the same angle. Better problem-solving : Disagreements can occasionally harm relationships, but they can also be strengthened. More vital, happier relationships can result when individuals resolve their differences via constructive conflict. Feeling respected and heard may also boost a team's or organization's morale and dedication. Healthy relationships, morale, and commitment :.

[Audio] Improved productivity : Conflict may increase output. People may become more critical thinkers and productive problem solvers when they are involved in conflict. A smoother workflow and more effective cooperation might result from discussing and resolving disagreements because they lower stress and promote communication. Personal growth and insight : Conflict resolution can result in development and understanding. It can promote more self-awareness and a better understanding of others when people are forced to face their presumptions and prejudices. Both professionally and personally, this may result in personal growth and development..

[Audio] Internal conflict 1 of 2 Struggle under the surface in human assets the board (HRM) can emerge from different sources, including clashes between workers, clashes among representatives and executives, and clashes inside the HR division itself. Employee disagreements over job responsibilities or promotions, personality clashes, power struggles, and differences in work styles are all potential causes of conflict. Employee turnover, low morale, and lower productivity are all possible outcomes of these conflicts. Differences in expectations, breakdowns in communication, disagreements regarding pay, benefits, working conditions, and so on can all lead to disagreements between employees and management. Negative attitudes toward management, increased absenteeism, and decreased job satisfaction may result from these conflicts..

[Audio] HR managers must be adept at communication, negotiation, and conflict resolution to effectively manage internal conflicts in HRM. They must create and implement policies and procedures that ensure management practices are in line with the goals of the organization and that employees are treated fairly. Training for employees and managers on how to recognize and resolve conflicts in a positive way should also be provided by HR managers. 2 of 2 Differences of opinion regarding policies, procedures, or job responsibilities may result in disagreements within the HR department. Employee and management confusion, inconsistent HR practices, and decreased efficiency are all possible outcomes of these conflicts. HR managers can contribute to the creation of a positive work environment that encourages productivity, engagement, and job satisfaction by effectively managing internal conflicts..

[Audio] EXTERNAL CONFLICT Outside the struggle for human assets, the board (HRM) can emerge from different sources, including administrative offices, worker's guilds, and occupation competitors. Organizations are required to follow the guidelines and regulations set by regulatory agencies like the EEOC and OSHA to comply with laws regarding employment practices and workplace safety. When HR managers and employees, on the other hand, don't follow these rules, it can lead to arguments and possibly even legal action. In collective bargaining negotiations with employers, labor unions represent employees and advocate for improved wages, benefits, and working conditions. When negotiations fail and neither party is willing to make concessions, conflict can ensue. Strikes, lockouts, and different types of work distress can be exorbitant for associations and may harm their standing. 1 of 2.

[Audio] In HRM, job candidates may also be the source of conflict. Candidates who believe they were unfairly overlooked for a position may file a complaint with a regulatory body or pursue legal action, claiming bias or discrimination during the hiring process. The organization may suffer from negative publicity as a result, and it may be held liable in court. HR managers must understand the laws and regulations that govern employment practices, maintain positive relationships with labor unions, and ensure that hiring practices are impartial and fair in order to manage external conflicts in HRM. Resolving conflicts is also dependent on having strong skills in negotiation, communication, and conflict resolution. HR managers can minimize legal and reputational risks while maintaining positive relationships with stakeholders by effectively managing conflicts with the outside world. 2 of 2.

[Audio] Outcomes of conflict can differ according to the nature of the conflict. While most of the time conflicts are associated with negative outcomes, there can be positive outcomes as well. Outcomes of conflicts.

[Audio] Positive Outcomes Improved communication. Increased creativity Personal and Organizational improvement.

[Audio] Improved Communication : Conflict can give people or organizations the chance to voice their opinions, needs, and wants. This may result in greater communication and comprehension of one another's viewpoints. Personal and Organizational Improvement : Conflict may be an opportunity for growth and the development of new abilities including empathy, negotiation, and conflict resolution. As issues are discovered and resolved, leading to better decision-making, rules, and practices, conflict may strengthen an organization. Increased Creativity : Conflict may inspire innovative thinking and problem-solving because it forces participants to come up with fresh perspectives and strategies for handling the dispute..

[Audio] NEGATIVE OUTCOMES Psychological Trauma Decreased Job Satisfaction Decreased Productivity.

[Audio] Conflict can cause psychological trauma and mental health problems such as depression, anxiety, and post-traumatic stress disorder (PTSD). The emotional toll of conflict can be long-lasting and affect individuals and their families for years to come. Psychological Trauma : Decreased Job Satisfaction : Conflict can result in unpleasant emotions like resentment, anger, and frustration, which can lower workers' motivation and job satisfaction. Decreased productivity : Conflict may be a significant cause of stress and distraction for workers, which can eventually lead to reduced productivity..

[Audio] 3 STRATEGIES FOR MANAGING CONFLICT Collaboration Compromise Competition.

[Audio] COLLABORATION Collaboration is where both parties cooperate with each other and try to understand the other parties' concerns while also expressing their own. This type of strategy results in a win/win outcome either within the organization or outside the organization. Because the parties both put forth a mutual effort and come to a solution that is entirely satisfactory for all. It is a strategy in which concern for others is of high importance. To implement this strategy, it is important to establish ground rules for discussion and ensure that all participants have equal opportunities to contribute. The process should be facilitated by a neutral party, which is usually the HR or Supervisor who can guide the group toward a mutually beneficial outcome. By fostering collaboration and teamwork, this approach can help build trust and promote a positive work culture. Not only that, but it also builds trust in the company's customers/clients who are candidates to be their loyal customers/clients..

[Audio] COMPROMISE This results from high concern for one's own interest or one's own group interest accompanied by moderate to high interest for the other parties involved. Both parties try to resolve the conflict by finding a resolution that partially satisfies both of them but completely satisfies neither. This type of strategy either produces a win/win or lose/lose outcome, depending on if the solution chosen is the most effective. This strategy is most effective within an organization. Because this approach requires a willingness to give up something to gain something else and still be beneficial to the company. To be effective, a compromise must be approached with an open mind and a willingness to listen to the other party's perspective. With the HR or Supervisor serving as the mediator, it is important to identify what is most important to each party and to focus on finding a solution that meets those needs as much as possible..

[Audio] Colleague rivalry can foster a spirit of cooperation in which individuals collaborate to accomplish a common objective. Encouraging teamwork and cooperation, this can contribute to conflict reduction. In addition to this, people can be motivated to work harder and perform better when there is healthy competition. This may result in increased productivity, which may lessen the likelihood of conflict as a result of late or incomplete work. Moreover, competition can help make it clear what is expected of each employee and what job performance expectations are. This can lessen confusion and misunderstanding, which frequently result in disagreements. COMPETITION.

[Audio] Conflict Arose During Our Group Work Assignment.

[Audio] Different work styles and communication methods are frequent problems that occur during group projects. One problem that arose during our group presentation was that Gursimran, one of our group members, was very outspoken and tended to dominate group talks, which caused some conflict among the other group members who felt their opinions were not being heard or taken into account. Conflict Arose :.

[Audio] Resolvement of the Issue : The group agreed to get together to discuss our issues and find a solution that satisfied everyone in order to end this problem. The group members respectfully and constructively discussed their ideas and feelings throughout the discussion. Also, we decided to concentrate on correcting the specific habits that were generating the dispute, such as interrupting or talking over one another. Additionally, the group resolved to put into place a procedure where each participant would have a certain amount of time during group talks to express their thoughts and opinions, and everyone else would listen carefully without interrupting. Moreover, we decided to divide up the assignment according to each person's preferences and strengths using a collaborative web application to communicate and arrange our study findings..

[Audio] Positive Outcomes : Our team was able to work together more effectively and finish our research assignment with these approaches. Also, we strengthened our communication and teamwork abilities, which will be useful in future group tasks..

[Audio] THANK YOU. nox >INVHI. THANK YOU.