CEO's Short-temper, Task Independence Spur Conflict at JM&P - Essay Sample

Introduction

Some of the factors that contribute to conflict in JM&P health communication include Communication problems where the CEO of the firm avoided conflicts in all time. He always found a way to prevent both internal company conflict as well as the external ones. The CEO was as well short-tempered. Due to this, all employees fear to come forward with details that wouldn't impress the CEO. Besides, there was task independence where the other firm's executives, Donald and Jason, were part of the CEO's close associates. Due to this, they would collaborate with the CEO by doing away with ideas from the employees. This discouraged the employees from providing their insights. They opted to maintain silence and carry out their role. The workers felt disconnected with the firm since they thought that the executives unfairly treated them. The firm as well established incompatible goals where the firm began firing employees that did not meet the specified target within the allocated time, thus increasing conflicts in the firm.

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Conflicting Communication Techniques

Some of the communication techniques that contributed to the conflict in the society include the use of lateral communication where the CEO would only get along with the high ranking company executives. They would all agree to dismiss ides just because it had not worked in the previous company that the three had worked. The company only used downward communication. The employees did not have a say in all the resolutions that were decided in the firm, even those that were related to them. For instance, victor, the CEO would not listen to them when issues form the employees were presented to him. He even turned down the use of email for communication with the workers. The employees' weekly gatherings were becoming frustrating. Also, when they decided that to improve the firm productivity, the employees would have to attain a given goal at a specific period, the employees were never consulted on how they felt about the initiative.

Potential Impacts Related To Corporate Culture

Some of the potential impacts that would result from the corporate’s culture would be decreased productivity. The conflicts make the employees to limitedly focus on the project at hand and vent on frustrations. For instance, in our case, due to lack of effective communication, the client's service and technology issues turned out to be more complicated, which lead to their downfall. It may as well lead to employee turnover effects, as the employees get more frustrated by the management they may decide to end their contracts or sue the firm for unreasonable pressure. From the JM&P, the employees that did not meet the goals of the firm were being fired. It may as well lead to conflict escalation and violence. When conflicts grow without interventions, delicate instances may come up between the firm's employees and the clients. In this JM&P firm, the workers were forced to lie to the clients to increase sales. Due to this, the customers began filing lawsuits, claiming that they had been pressured into buying that which they did not require.

The Desired Outcome of the Conflict Resolution

From the conflict resolutions that will be applied, I would like to ensure that the firm attains effective communication where the employees have a chance to be listened to. This means that the employees will have an opportunity to share their ideas, and they will be put in place. Besides, I would as well wish to ensure that the management of the firm determines the various effective communication strategy that is effective for them as well as the employees. Similarly, I also wish to ensure that all the employees are comfortable with their working environment and that the conditions in which they are working on are right. I also look forward to the firm identifying a platform that they can use to communicate effectively with the onsite and virtual employees. This platform should allow the employees to share their issues and ideas with the management.

Steps for Effectively Managing the Conflict Presented

To aid in managing the conflict at JM&P, I would recommend the use of the conflict resolution model, which consists of an awareness step. This step involves coming to awareness of the negative emotional states of the conflict. It involves one party trying to influence another part to attain its needs. Through this step, the employees will have a chance to inform the management of the issues. This would take about one to two weeks. The next step involves self-preparation, where the firm's management is determining an effective way of solving the issue presented to them by the employees. This step can take place as fast as possible to avoid more damage. The last step involves cost reduction through the implementation of the strategy identified in the self-preparation stage. Through this, the employees at the firm will feel comfortable with the condition in the firm. This should be applied all the time in the firm (Swed, 2017).

Strategic Communication Approach to Be Taken To Resolve the Conflict

Some of the strategic communication approaches that can be used to resolve the conflict include active listening to each other's concerns. This involves sharing one another's thoughts in a mature and controlled manner that brings out some of the misunderstandings that lead to conflict. Each side gets a considerable amount of time to bring out their case uninterruptedly. They take turns responding to one another’s points. They can as well set clear expectations, understanding the employees and the management expectation is one of the most useful things a team can do to enhance better communication. Anything that they all need from one another should be outlines. Once the management identifies what the employees need, they can work hard to determining how they can make the employees feel comfortable (Raines, 2013).

Communication Platforms to Be Used To Communicate With the Audience

Some of the communication platforms that can be used to communicate with the audience as well as the virtual employees include the use of company newsletters which involve the use of internal emails and tracking software. This is because employees are always expected to monitor their email. Thus they have a captive audience for the internal newsletter. They can as well use video conferencing when communicating with virtual conferencing. This offers a chance for all the employees and their employers to discuss their issues as if it is a physical meeting. Lastly, they can use jostle, which is cloud-based intranet software that can enhance the worker's engagement. It provides a transparent information platform that aids in streamlining communication in the workplace. This aids in improving worker's engagement, express their culture and enable the happening of communication.

Suggested Changes for the Company to Communicate More Effectively Moving Forward

One of the ways the firm can change to communicate effectively is implementing an open door policy. This refers to the policy where the workers are free to provide their anything to their attention at any time. This can be advantageous to the firms; internal communication and make the management to be easily approached. It is as well a creative way of motivation workers in the firm. For instance, if the employees from JM&P were given chances to provide their insights, they would feel so motivated to meet the firm's goals.

Besides, the firm should as well come up with a common goal that will drive the firm. The goal should be one that all the employees are comfortable with. This will ensure that all the employees and the management are on the same page, thus reducing confusion and cohesion. For instance, if the employer at JM&P were willing to include their employees when coming with their goals, they would b have been so successful. Lastly, the company should enhance the relationship between managers and employees. This will contribute to building secure communication in a firm.

Appropriate Communication Strategies for Leadership for Conflict Prevention

To avoid conflict, leaders can implement the following communication techniques. Active listening, this involves making the effort of hearing and trying to understand what the employee is saying. This should be implemented by the owner of the firm who is mostly the managers and leaders by listening attentively to the issues of the employees. For instance, the CEO of a firm should carefully listen to the problems affecting the employees. Again they can implement emotional intelligence which is the capability to comprehend, interpret and reply to the emotions of others. The firm owners should also perform this. For example, once an employee enquires for an additional service from the firm, the CEO should try to comprehend and see the essentiality of the service and respond effectively to them. They can as well practice transparency which is a technique that involves the easiness of sharing knowledge and data with the employees' aids in ensuring job satisfaction for the workers. This involves mostly the employees, the owners and the customers. For example, when an employee advises the firm to adapt to the modern means of communication since the current ones are failing. (Kambil, 2015).

Best Practices for Negotiating and Managing Conflict

During negotiation and management of conflict, some of the best practice include active listening. This may involve both the employee and the employers. When negotiating conflict, it is essential to set an effective tone by allowing the other party you are arguing with speakers as well—this aids in easy management of disputes. For example, when an employee is negotiating with the employee, each needs to have some time to speak out without interruption. During negotiations, it is essential to determine your standard objectives. This includes both the employee and the employer. They should try to ensure that the decisions are based on principles rather than emotions. For instance, when an employer and employees are negotiating about effective communication technique, they need to begin by making it clear that they should only discuss communication techniques (Shonk, 2020).

Conflict Resolution Approaches and the Way to Apply To Global and Virtual Teams

Some of the ways of resolving conflicts include problem-solving approach, which involves the employees in disagreement being asked to significant on the issue rather than on another and identify the cause of the problem. For instance, the employees who affect management are asked to concentrate on the issue rather than the management. This will aid in coming up with a better solution much faster. Considering the majority rule, this involves the group members taking votes and the ideas of the group with the most votes being the one that gets adapted. A form can as well change the structure if it is the cause of conflict. This mostly involves the owners and the employees. For example, to determine the most appropriate technique to aid in solving the battle, the employees can vote, and the most voted for the method should be adapted. This is a proper technique since it ensures that the employees and employers of a firm are comfortable with the method used in the firm.

For firms to apply these strategies to global and virtual teams. A firm can open a line for casual communication where they can discuss their issues and come up with an effective solution. They can as well create a space for concerns to be listened to. When a platform is implemented to give their issues and discuss them in a respectful context, it is mostly resolved effectively (Keith, 2012).

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