HR Assignment essay on: Managing Potential Conflict in the Group

In the group discussed above,  we  can  manage the potential conflict between the groups  with the use of collective bargaining  technique of conflict management :  Collective bargaining :  It has been found that it is very essential that too in workplace situation to agree on the various mechanisms group of people or for individuals which are supposed to be antagonistic (e.g. management and workers) and along with that finding a solution after collective discussion for the group  (Guide to Managing Conflict:Positive steps for managing and promoting a healthy workplace culture, 2012). This technique is referred to as “collective bargaining”, as in this methodology every group’s representatives join together under a compulsion so as to work in conjunction with each other to find a solution. Here it can be managed through proper training of women so that the individuals can be helped to manage their potential conflict triggers (Johnson and Jackie, 2010).

Making Sure That Customs, Beliefs And Abailities Of Group Emembers Are Valued And Respected

Ensuring that the customs, values, abilities and beliefs of the group members are being respected and valued at the same time, we can approach the concerned parties in individual manner in perfect confidence and in respectful way. Then raise their concerns through obtaining the nature of issues understanding and find out whether conflict resolution is right or not. Finally take the ownership and responsibility to resolve the issues (LEADR: Mediation Training Manual, 2002)

Stages in Development of Groups

Stages in group development can broadly be categorized in four major categories. These category can easily be understand with the help figure given below:

                                                Fig: Stages in Group Development

• Forming:  When the group is born, the conflict is found to be either non-existent or very low as everyone present in the group tries their best to find individual roles and tries to discover the personality traits of fellow team members. This stage is depicted by neutral form as at this stage the group is forming and the group members start to navigate the areas and personalities unknown to them.
• Storming: The stage where group agrees on views and ideas in the group and come together to further explore or share there ideas. In these stage major efforts to create influence on others, instances of conflict, chaos and enthusiasm amongst members is very commonly found.
• Norming:  The emergence of role ownership and norms is depicted in the stage of Norming which indicates that chaos and conflict has died off or reduced.
• Performing: This is typically the last stage where performance is shown when the teams complete their primary task/ tasks. (Bono, Jones and Heijden, 2008)

Bruce W. Tuckman (Tuckman, 1965) later added a new fifth stage in group development process named as adjourning

• Adjourning: Tuckman & Jensen (Tuckman and Jensen, 1977) gave a new stage called a fifth stage  in order to show the way the group starts disengaging and start shifting to fresh tasks which are beyond the teams’ potential.

Evaluation of Group and Reasons for Evaluation

 Different stages of group development can be evaluated in this case, since we initially evaluated the formation of the groups. We would like to evaluate the groups to find out whether the particular steps taken for resolving conflict are effectual or not. Or the particular education program should be continued or not. It also helps in finding whether the training and education program  is effective or not (Bastable et al., 2010).We need to evaluate the groups to avoid grievances or conflict where possible and organising to a schedule for resolve  the conflict where it does happen, as rapidly and smoothly as possible. The groups are evaluated to find out why dominant groups are high regarding status and it makes clear that why they sometimes evaluate themselves low in solidarity (Giles, 2012).

Evaluation Form

 In this session, remember that you may want to be flexible with time, for example to allow for translation, to allow each side time to caucus (speak among themselves) or to give the mediator time to meet both sides separately .the mentioned structure consist of following separators of time for different sessions;

• Opening of Mediation
• Statement of Positions
• Finding Common ground (Note: if there is very little common ground at this point, this might be a good time to speak to both sides separately)
• Reassessing Positions
• Reaching Agreement
• Closure of Mediation

The evaluation form is attached as Appendix A along with this report.

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