Essay Sample on Conflict: Police vs City Management

Introduction

Conflicts normally occur in all aspects due to differences in ideologies among the employees and also between the employees and the management (Pilbeam & Corbridge, 2010). In some cases, conflicts may arise between government officials and employees. There are various potential causes that resulted in the conflict between the police officers and City management. First, the City management refused to work with the union of the Human resource department in the development of an effective plan will help in reducing workload and overtime working on the City's police officers. Secondly, the high amount of salaries earned by some police officers also resulted in the conflict because it resulted in public disclosure. A few police officers are earning a lot of money that exceeds the Mayor's annual salary; therefore, making the city management to drastically reduce the number of salaries through recruitment of new police officers. The reduction in the salaries happened without the consent of the officers or the representatives of the union. Lack of coordination between the union and the city management.

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Short-Term Outcomes that Arise from the Failure to Resolve the Conflicts

The short-term outcomes are illegal actions like sit-down strikes. The reduction of the salaries of the long-serving and experienced police officers makes them oppose the Mayor's directives through illegal actions. Failure to resolve the conflict also destroys the quality of the relationship between the union and employees; therefore, undermining with the performances of the police officer.

Two Possible Long-Term Outcomes if the Conflict is not resolved

Reduction of the salaries of the experienced police officer reduces their morale in the workplace. Lack of morale leads to absenteeism in the workplace; therefore, increasing the crime rates in the city. Another long-term outcome of the unresolved conflict is the deterioration of the good relationship between city management and the employees. The experienced employees will deliver quality training to the newly recruited police officer due to a lack of morale in the workplace.

Possible Actions for Resolving Conflict about the Overtime Pay

Conflict resolution is important in ensuring effective performance and reducing the number of criminal cases in the city. Appropriate actions should be taken to resolve the conflict about the overtime play. First, consult the union representatives or the police officers about the need to employ new employees to reduce overtime work and the expenses resulting from a high amount of overtime pay. Secondly, the city management needs to rethink on the importance of impending cuts in overtime payment in accordance with the proposals of the union. Lastly, the management should form a committee that oversees the performances of the police officer and those with work overload, therefore, ensuring that the requirements of the Act are met.

The Designed Plan to Create a Positive Work Culture

Components of Work Culture that prevent Negative Conflict

Clear expectation enables the city manager to provide appropriate procedures and policies based on standard operating procedures (Pilbeam & Corbridge, 2010). The expectations eliminate any form of confusion on how a particular task should be done. Another component is effective communication among all staff, union representatives and the city management. Proper communication promotes a quality relationship between employees and employers.

• The Specifications for Managing Work Conflicts
• The ability to understand and handle personal and other people's emotions
• Ability to develop a positive attitude in the evaluation of the preferred conflict resolution strategies in the workplace.

Situational Interview

• What can you do if a fellow employee is acting erratically in the workplace?
• What do you tell your supervisor when he/she asks you about the performance of a new officer whom you are training together?
• What do you say to a co-worker who complains of working for eight hours in a day?

Two Methods for Evaluating Employee Relations Improvements

The average close time method is used to evaluate the ability of the union to close their demands (Dijkstra, Beersma & Evers, 2011). This metric is important in the conflict resolution in the workplace; therefore, improving quality employee relations. Determination of the number of grievances filed during a specific period is another metric applied in the evaluation of employee relations; therefore, improving performances and reducing workplace conflicts.

References

Pilbeam, S., & Corbridge, M. (2010). People Resourcing and Talent Planning: HRM in Practice. Prentice Hall. Retrieved from: https://scholar.google.com/scholar?hl=en&as_sdt=0%2C5&q=Workplace+Planning%3A+Recruitment+and+Selection&btnG=#d=gs_cit&u=%2Fscholar%3Fq%3Dinfo%3AtqhAy5L4hBYJ%3Ascholar.google.com%2F%26output%3Dcite%26scirp%3D0%26hl%3Den

Dijkstra, M. T., Beersma, B., & Evers, A. (2011). Reducing Conflict-Related Employee Strain: The Benefits of an Internal Locus of Control and a Problem-Solving Conflict Management strategy. Work & Stress, 25(2), 167-184.