Conflict/Negotiations Scenario Analysis free essay sample

In 2002, while working as a human resources representative for the Benefits Department, the department was faced with some issues as our director was forced to leave the organization due to a personal conflict with the human resource executive director. After the director left the department had no direction and the only support the human resource team had was the immediate supervisor. Unfortunately, for everyone including the supervisor, the executive director was targeting everyone that had ever worked with our former director. With the above mentioned, our supervisors title changed as needed on a daily basis. For example, if the need prevailed for benefits expertise and knowledge then she would be placed back in her position otherwise she would be treated as one of the representatives. This became an emotional roller coaster for everyone involved as we did not feel supported and was very confused. Meanwhile, the executive director decided to name the payroll manager interim director to the Benefits Department which made thing worse literally. We will write a custom essay sample on Conflict/Negotiations Scenario Analysis or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It became evident that this person had no benefits knowledge which meant she made our jobs so difficult by pressing on unimportant issues and bending rules. However, the benefits staff tried to work with the interim director and explain to her how things worked on our side but it was useless. As a result of the conflicts of no support from the interim director, several staff members filed grievances against both the executive director and the interim director. The staff members filed several motions which were met with extreme retaliation which required the involvement of the Employee Relations Department. Instead of the Employee Relations Department remaining neutral and trying to mediate the situation they too worked against the department. It was brought to our attention that two members of our department were working against us. These two employees were providing information to the interim director, executive director and the Employee Relations Board because they were promised that no disciplinary action would be taken against them if they cooperated. Essentially, form the time the benefits staff filed the final step of the grievance and met with the Chancellor it had been at least a month when guidelines warranted 10 days for the dispute process. The entire process was a sham because none of the people involved bothered to assist us. The problem should have been resolved in the first step of the process at the immediate supervisor level. No amicable solution was found because the executive director decided to reorganize the department and replace the entire staff with temporary employees. Needless to say, this was a bad experience. All employees involved were plagued with accusation and all were reassigned to other positions within the company. I believe that things would have been different if we had people that knew how to do their jobs. It could have been taken care of if they had compromised and learn procedures and more about our job function. Through the use of alternative dispute resolution we could have been able to reach a consensus and ultimately share the same goal. Unfortunately, many of the people working for my employer were there to receive a paycheck only and did not care about the organization. These people are the typical yes sir type and have no moral values or ethics. Since then there have been many employees that have filed grievances and actually had success in the system however, a few were not successful and lost their jobs. Finally, as I was researching this paper, I learned that the organization was investigated by the state for how they handle conflicts. The state recommended the use of alternative dispute resolution. This has become an ongoing training process for the HR department to train employees and department heads. Conclusion Conflict in the workplace can happen at any time for a number of reasons. How the conflict is handled and resolved determines whether the outcome with be beneficial.