Working Through Conflict

Paper Summary:

In this article, the writer discusses that dealing with different personalities in a company or department is often difficult and that the challenge is one that is continuous and ongoing. The writer points out that the nature of work has changed quite a lot in the last few years and working with individuals in this context has become more difficult and complex. The writer maintains that there are many companies that are fraught with tension, stress, low morale, and anxiety and all of these factors as well as others can foster feelings of despair, helplessness, anger and even rage in many employees. The writer notes that some have seen job security disappear and employment shrink in many areas while other countries in the world are expanding their jobs quite rapidly. The writer explains that some of this is because the United States is sending jobs overseas and some of it is simply due to the global marketplace and the restructuring of much of the business world.

From the Paper:

"Originally, employees in many corporations worked from 9 to 5. Now, however, many of these same employees are expected to work up to 60 hours or more per week in an effort to help their company because the economy is so globally defined now that there is so much more to do in an organization. Raises and benefits for many of these employees that are working longer hours and doing harder jobs have not been able to keep up with the inflation that has been growing within this country."
"There are also many employees out there that truly love their work but they actually hate their jobs. This may seem impossible but it is not. Even if an individual really loves what he or she is doing this does not mean that the manner or context in which he or she is doing it is enjoyed. Because of the dissatisfaction and upset that so many employees are facing many organizations are full of employee problems with work. Not only has the nature of work changed a lot but different personalities and ideas within the same department often make it difficult to get all individuals to agree on one thing."

Sample of Sources Used:

• Bias, R. J., Tripp, T. M., & Kramer, R. M. (1997). At the breaking point: Cognitive and social dynamics of revenge in organizations. In R. A. Giacalone & J. Greenberg (Eds.), Antisocial behavior in organizations (pp. 18-36). Thousand Oaks, CA: Sage.
• Fine, M. A., & Olson, K. A. (1997). Anger and hurt in response to provocation: Relationship to psychological adjustment. Journal of Social Behavior and Personality, 12, 325-344.
• Folger, J.P., Poole, M.S., & Stutman, R.K. (2004). Working through conflict: strategies for relationships, groups, and organizations. (5th edition).
• Latack, J. C., & Havlovic, S. J. (1992). Coping with job stress: A conceptual evaluation framework for coping measures. Journal of Organizational Behavior, 13, 479-508.
• Long, B. C. (1989). Sex-role orientation, coping strategies, and self-efficacy of women in traditional and nontraditional occupations. Psychology of Women Quarterly, 13, 307-324.

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