Workplace conflicts

 

A common reason for resignations is the feeling that management in general, or individual managers and team leaders in particular, are not providing the leadership they should, or are treating people unfairly or are bullying their staff (not an uncommon situation). This problem should be remedied by: l selecting managers and team leaders with well-developed leadership qualities; l training them in leadership skills and in methods of resolving conflict and dealing with grievances; l introducing better procedures for handling grievances and disciplinary problems, and training everyone in how to use them. 

Michael.A, (2006),

 By addressing conflicts between employees and supervisors proactively and implementing effective conflict resolution strategies, organizations can promote a positive work environment conducive to productivity, innovation, and growth.

6 Examples of Conflict with Supervisor

1) Unclear Job Roles or Instructions

Whenever the job roles of staff members are unclear, employees are bound to get confused or agitated. Communication is one of the most important skills any supervisor needs. A key part of management is ensuring every employee knows their role and what’s expected of them and supervisors need to be supportive and available if an employee has questions.

When there’s confusion or other negative emotions, it’s only a matter of time before there’s conflict between coworkers or between workers and supervisors. Employees may lash out if they’ve put a lot of work into a project only to find out someone else did the same thing or that they should have been focusing on something different.

2) Micromanagement

Once an employee understands their role, they no longer need to be supervised every minute of the day. Micromanagers that hover over people or ask for constant updates on progress can trigger anger or frustration. Staff members feel like they’re not being trusted or treated with respect and may begin to question their own ability to do their jobs.

3) Disinterested Supervisor

Many people want to feel a sense of fulfillment at work, and fulfillment is often tied in with knowing they’re making an important contribution and that their hard work is appreciated. If a supervisor is usually unavailable, shows lack of interest in an employee’s questions or concerns and rarely if ever communicates praise or appreciation, there’s bound to be conflict.

4) Personality Conflict

It can be challenging if there’s a personality clash between a staff member and their supervisor. An employee may pick up vibes that their manager doesn’t like them, or that they’re not being treated the same way others are treated. The employee may feel they can’t do anything right. Supervisors may have unconscious biases and managers and employees sometimes have different communication styles, leading to misunderstandings.

5) Unfair Treatment

Supervisors need the ability to pay attention to job performance without focusing on personality types. If staff members believe that there’s any kind of unconscious bias or favoritism, they’re going to feel like they’re being treated unfairly. Other things that could fall under unfair treatment include expectations that are too high, such as expecting staff to handle more and more work for the same pay. A supervisor that’s insensitive to an employee’s personal needs such as challenges involving childcare may be treating staff unfairly.

Once an employee feels they are being treated unfairly, friction is bound to erupt. A dissatisfied employee may directly confront the supervisor or take their complaint to human resources.

6) Bullying or Harassment

It’s a very serious problem when a staff member believes their supervisor is bullying or harassing them. Supervisors need to be familiar with things that could be interpreted as harassment and refrain from any actions that could be called into question such as jokes with racial or sexual undertones. An aggressive leadership style may be interpreted as bullying or trying to intimidate a staff member.

 Michael.A, (2006)

 

        

In Sri Lankan context to address dissatisfaction and conflict with managers and supervisors, it's crucial to establish open communication, clarify expectations, and foster regular feedback exchanges. Collaborative problem-solving and building trust through consistent actions are essential for resolving issues constructively. Developing emotional intelligence and conflict resolution skills helps navigate disagreements effectively while seeking support from HR or a neutral mediator can facilitate resolution when conflicts persist.

 

                                                                 List of Reference

Dansereau,V (2022)  ,Pollack Peacebuilding Systems, Available at                                                                                                 https://pollackpeacebuilding.com/blog/6-examples-of-conflict-with- supervisor/[Accessed   on 03.03.2024]                   

Gorigon ,D ,How to Resolve Team and Manager-Employee Conflicts Available at                                                                                        https://youtu.be/7UQk4n4phNs

          

  Images https://pixabay.com/images/search/conflict%20with%20supervisor/  

Michael,A  (2006), Strategic human resource management : 3rd ed. p. cm. ISBN 0-7494- 4511