Organizational Conflict Literature Review

Those companies experiencing a decline will sometimes lay off the employees, however, if there is an agreement to sustain certain employees in the company, the firms would be forced to make an optimal decision wages. Therefore, labor unions find difficulty in the enforcement of the interests of some employees in

Realists are attuned to the idea that the international system is anarchic and that serious threats emerge all the time, requiring states to secure resources for survival. This involves periodic use of force; security represents the unique and main goal of foreign policy. Idealism, on the other side values morality as the basis of all relations among nations. It rejects the separation between the mind and the soul in politics. Idealists see the role of power as an undesirable factor to be eliminated.

One of the important organizational factors is human resource practices (J. B. Arthur, 1994) (M. A. Huselid, 1995). Various researchers agree that HR practices are to manage the pool of human resources and ensure that the resources are utilized for the fulfilment of organizational goals (R. S. Schuler and S.F. Jackson, 1987) (P. M. Wright and S. A. Snell, 1991). Form the literature, negative work outcomes such as absenteeism and turnover (usually good employees who quit their job voluntarily), it is also possible to link that HR practices could contribute to deviant behavior.

Taking a blind eye to potential risks means that a fraudulent act is conducted under the full awareness of the circumstances. Even though the engineers, regardless of their positions in the firm, had the opportunities to disclose the limitations of the defeat device and has found viable alternatives, they proceeded with the cheating mechanism. As described in the ethical implication section, the cause of the incident attributes combination of firm’s decision owing to the underrating punishment and prioritizing economic interest and the absolute compliance of the employees, which has been exacerbated by the company’s aggressive corporate. If the engineers had not overlooked the implications of their unlawful actions and instead provided a method that prioritized the public health without compromise, the accident could possibly have been avoided. This case demonstrates how engineer’s unethical decision, such as compromising public safety for financial maintenance and wrong justification of immoral practices, can result in irreparable damages in the public

These factors may consist of:  Job conflicts with personal interests  Work overload  Work ambiguity  Lack of communication & cooperation  Gender inequality  Constraints of rules & regulations  Job requirements & capabilities mismatch  Unrealistic deadlines  Inadequate authority  Job insecurity  Unpleasant environment etc. These factors will be applied comparatively in both the private and public sector banks to see which sector banks are more affected by these factors, and in the end suggestions will be given to overcome or at least reduce the effect of these factors in the work

The outcome for the bad behavior in the workplace is to show management how the situation is causing anxiety with other employees. Outcomes and impact is about articulating goals and an evaluation to measure progress with the intention of reaching the goal. The goal in the hostile workplace is to have mediation between the employees to determine the best outcome from an uncomfortable situations. It is important to help the client look beyond the fiasco but towards success and construct different situations. Working with clients who are dealing with hostile work environments the helpers must encourage the client to be specific and state goals in terms of definite

This can possibly result in resentment and retaliation, which would eventually lead to lower motivation and productivity of the organization. It can also cause intimidation of the employer which inhibits communication. When employers use this approach of winning at all costs, it could harm the business and staff financially. Sometimes the employer will be so power driven that they won’t make any other decision except the one that leads them to socially look good. This means that they believe their own personal issues, their reputation, are more important than the issue at stake.

This could in effect harm the company by inducing a higher turnover rate which can delay productivity. Another concern is the ability for employees to adapt to the increasing demands. Also can the employee effectively juggle tasks without experiencing a significant decrease in performance? If either of these cases turns out to be the result of multitasking, then management should reconsider the training and selection process for

It was mentioned that employees’ believed senior managers introduced team-working in order to meet the concerns of shareholders and it would be used adversely in a time of job cuts. Davis (1998) comments that, to improve performance, managers think they must change the culture of the team members but arguably it is managers themselves who must change their own culture. There can be a set of assumptions about organisations and people, and these assumptions are taken on by management and impact the design of the system. Unless managers understand how the system that they have designed drives performance, they will never know how to improve team performance (Davis, 1998,

The fear of losing one’s own job could be associated to Quantitative job security and the concern about certain valued aspects of a job such as insufficient/inadequate salary prospects could be associated to Qualitative job insecurity. The author of the article claims that if the employees are bullied there is a high likelihood that these workers may feel that their job is at stake and shall exhibit higher and higher levels of job insecurity. The study invariably looks upon the longitudinal relationship between bullying and job insecurity. The study actually revolves around the Leymann hypothesis and attempts to address the same. This particular proposition points out that bullying in the work place is linked with the rejection in working life.